March-April Training Guide 2015

MSECTRAINING GUIDE | MARCH-APRIL 2015

californiaNEVADA

HAVE A TASTE OF OUR TRAINING

303.894.6732 | [email protected] | MSEC.org1 March-April 2015

CONTENTS

MARCH-APRIL 20153-6 LEGAL COMPLIANCE

7-8 COMPENSATION & BENEFITS

9-14 PROFESSIONAL DEVELOPMENT

15-19 MANAGEMENT & LEADERSHIP

21-22 HR MANAGEMENT

25 MISSION CRITICAL Technical Training

MSEC MEMBERSHIP MEETINGSDo you know that you can get a free review of your employee handbook every year? Are you taking advantage of all that membership has to offer? Join us each month for a free lunch or webinar and learn how to maximize your membership.

WEBINAR - March 5, 10:00am-11:00am (MST)

BREAKFAST - April 9, 8:00am-9:00am

NOTE Most classes listed are also available as an on-site.See MSEC 2015 Training Catalog for full class descriptions.

ON THE COVER MSEC has over 3,000 members, in 77 industries, representing nearly a million employees. This year the cover of our training guides will represent the diverse industries that choose MSEC as a business partner. We appreciate our members trust and confidence and are committed to making employers successful.

HR is evolving and we want to help. To support our members in their continuing quest for profes-sional development, we are now a Preferred Pro-vider for the new SHRM-CPsm and SHRM-SCPsm Certifications. Watch for more details! We will continue to offer HRCI credits as a Pre-ferred Provider as well, just look for the HRCI seal in the class descriptions.

HEALTH ANDWELLNESS

(DN) Denver, CO | (AZ) Scottsdale, AZ | (CS) Colorado Springs, CO | (FC) Fort Collins, CO (GJ) Grand Junction, CO

March-April 2015 2

TRAINING IN FOCUS MSEC remains committed to providing quality, innovative and convenient training for our membership. Our March-April training schedule is full of exciting sessions that will further increase your knowledge and skill development. Each month in the

“Training in Focus” section we will highlight a variety of classes. Be sure to peruse the whole guide so you don’t miss any of our great offerings!

CLASSES FOR HUMAN RESOURCE CERTIFICATE Americans with Disabilities Act: Managing Disabilities in the Workplace p 3

FMLA: A Guide for Human Resources p 4

Benefit Administration: The Basics from A to Z p 7

Performance Management: Setting the Stage for Success p 18

Employee Handbooks: Revising or Developing p 21

FOLLOW MSEC

THREE EASY WAYS TO REGISTER FOR MSEC

CLASSES!

1. Call 303.894.6732

2. Email [email protected]

3. Go online to MSEC.org

CERTIFICATE PROGRAMS MSEC offers eleven different certificate programs to help your managers and employees become well-rounded in their field of endeavor. Classes throughout this guide are marked with the colored dot below where appropriate.

• Advanced Supervision Certificate Program

• Business Applications Certificate Program

• Coaching Certificate Program

• Communication Mastery Certificate Program

• Employment Law Certificate Program

• Human Resource Certificate Program

• Professional Management Recognition Plaque

• Strategic Human Resource Certificate Program

• Supervision Certificate Program

• Support Staff/Administrative Assistant Certificate Program

• Trainer Certificate Program


LEGAL COMPLIANCE LEGAL COMPLIANCELEGAL COMPLIANCELEGAL COMPLIANCE

ADA and FMLA for Managers and Supervisors: Stop, Look, and ListenThis session is the next evolution in compliance training: a practical ap-plication of the ADA and FMLA for front line managers and supervisors. Participants learn when to stop behavior that might violate the ADA or GINA; what to look for to properly manage an employee’s medical issue; and, when to listen and hear when an employee is re-questing an accommodation under the ADA or leave under the FMLA.Outcomes: Protect employers from ADA and FMLA liability by stopping. Looking and listening.Who Should Attend: Front line managers and supervisors responsible for the application of the ADA and FMLAApr 14 (DN) 8:30-12:00 $125Upcoming Dates Aug 21 (DN), Oct 14 (FC)

Affirmative Action and Recruiters: What Recruiters Need to Know This half-day class covers essential aspects of Affirmative Action for recruiters and includes regulations, plan contents, statistical reports and narratives, and data collection and management. Also covered are invitations to self-identify, how to define applicants, postings, tracking, data management, the Internet Applicant Rule, and other valuable information. Outcomes: Develop a plan to implement requirements while consider-ing the recruiters’ current process and goals.Who Should Attend: Recruiters and HR Professionals administering affirmative action programsMar 9 (DN) 8:30-12:00 $125Upcoming Date Sep 4 (DN)

Affirmative Action Workshop: An Introduction HRCI •Organizations with government contracts or subcontracts in excess of $50,000 and with 50 or more employees, and financial institutions need to develop and maintain an affirmative action plan. This session provides fundamentals, describing who is required to have a plan, compliance requirements, parent and subsidiary issues, and the inter-net applicant rule. Participants learn about statistical reports, workforce analyses, adverse impact plans, action-oriented programs, compliance reviews, hiring, and compensation issues.Outcomes: Take appropriate steps before your organization is confronted with a DOL audit.Who Should Attend: EEO managers and all responsible for complianceApr 8-9 (DN) 8:30-4:30 (day 1) 8:30-12:00 (day 2) $250Upcoming Dates Aug 5-6 (DN), Oct 27-28 (DN)

Americans with Disabilities Act: Managing Disabilities in the Workplace HRCI ••Many employers are wondering if there is anyone who is not disabled under the new law, and this course provides that answer along with other important aspects. These include why it is important to prop-erly identify the essential functions of a job, how to engage in the interactive process and identify potential accommodations, when an accommodation is “reasonable,” and what to do if there is no reason-able accommodation. Outcomes: Effectively respond to employees with disabilities and maintain a productive workplace. Who Should Attend: HR Professionals, Legal Staff, Managers, and Supervisors Mar 6 (DN) 8:30-3:00 $175 Upcoming Dates May 28 (DN), Jul 21 (DN) Aug 4 (GS), Aug 5 (GJ), Oct 1 (DN)

COBRA in 2015 Workshop HRCI •This class will provide a strong working knowledge of the Consolidated Omnibus Budget Reconciliation Act (COBRA) to satisfy your compliance obligations. Know which plans are subject to COBRA, when COBRA must be offered, and what coverage is offered to whom and for how long. Also reviewed are the COBRA election process, premiums and payment, and required notices.Outcomes: Develop and follow a COBRA-compliant process.Who Should Attend: HR Professionals, Benefit and Risk Managers Mar 10 (DN), Apr 27 (DN) 8:30-11:30 $125Upcoming Dates Jul 7 (DN), Sep 22 (DN), Dec 3 (DN)

Discrimination in the Workplace: The Law of EEO HRCI •••This is an overview of federal and state civil rights laws along with prac-tical tips employers can implement to reduce exposure for discrimi-nation charges. Participants apply knowledge of EEO law to real-life scenarios, after learning what constitutes employment discrimination. Preventing claims and responding to employee complaints are also discussed, along with how to protect against retaliation complaints and recent legal developments in discrimination law.Outcomes: Understand EEOC processes and theories of discrimination to prevent claims.Who Should Attend: HR Professionals, Managers, and Supervisors Mar 2 (DN), Apr 23 (DN) 8:30-3:30 $175Upcoming Dates Jul 23 (DN), Oct 7 (DN)


March-April 2015 4

LEGAL COMPLIANCE LEGAL COMPLIANCELEGAL COMPLIANCE

Drug and Alcohol: DOT/Federal Motor Carrier Drug and Alcohol Testing RegulationsThis class certifies supervisors for Department of Transportation (DOT) mandated drug and alcohol testing procedures, and includes determi-nation of reasonable suspicion, and detection of physical, behavioral, speech, and performance indicators of alcohol and drug misuse. Policy considerations are reviewed, as well as acquiring drug and alcohol test-ing information from previous employers. Outcomes: Certification for detecting signs of misuse and follow proper procedures.Who Should Attend: All levels of management in the transportation industryApr 28 (CS) 8:30-12:30 $125Upcoming Dates Jul 17 (DN), Nov 6 (DN)

FMLA: A Guide for Human Resources HRCI ••Participants gain needed information to comply with this law including

“serious health condition,” employee notice requirements, and manag-ing intermittent leave. Also discussed are administering attendance policies, military situations, and a review of policy requirements and FMLA forms.Outcomes: Successfully administer FMLA leaves at the workplace.Who Should Attend: HR Professionals and Legal Staff Mar 5 (AZ), Mar 5 (CS), Mar 16 (DN), Apr 30 (FC) 8:30-3:00 $175Upcoming Dates Jun 11 (DN), Jul 16 (DN), July 23 (AZ), Sep 2 (DN), Oct 16 (DN), Nov 12 (AZ)

NEW Webinar! Harassment Prevention in California — Managers and Supervisors ••California law (Section 12950.1, also known as AB1825) imposes a dual training mandate when it comes to sexual harassment prevention. First, all new supervisors and managers must receive harassment prevention training within 6 months of being hired or promoted. MSEC’s California focused Harassment Prevention webinar below will be offered twice a year to ensure that your newly hired or promoted supervisors can meet that requirement. Second, all supervisors and managers must attend training every two years after their initial training.Outcomes: Assure compliance with the mandatory supervisor sexual harassment training requirement in CaliforniaWho Should Attend: Managers and Supervisors in CaliforniaMar 9 10:00-12:00 MST $159 per lineUpcoming Date Sep 24

Harassment Prevention for Managers and Supervisors HRCI ••••Participants learn about the meaning of the term “hostile work environ-ment,” and the difference between inappropriate conduct and illegal harassment, along with how to respond properly and prevent retalia-tion claims. Especially helpful are strategies to reduce employer liability, what behavior may lead to illegal harassment, and how to prevent retaliation claims. Outcomes: Understand how to respond to and stop harassment at your workplace. Who Should Attend: HR Professionals, Managers, and SupervisorsMar 19 (DN) 8:30-11:30 $125Upcoming Dates May 21 (DN), Jul 9 (DN), Sep 3 (DN), Sep 15 (AZ), Nov 17 (DN)

HIPAA: Health Insurance Portability and Accountability Act HRCI •This is an overview of the privacy rules and portability requirements of the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the HITECH Act from a Human Resource perspective. The session will review key terms under the rules, including Protected Health Infor-mation (PHI), covered entities, and business associates. Also discussed are special enrollment rights, certificates of creditable coverage, and security requirements including reporting requirements for security breaches. Outcomes: Apply a clear understanding of legal requirements to workplace circumstances. Who Should Attend: HR Professionals, Benefit and Risk Managers Apr 16 (DN) 9:00-3:00 $175Upcoming Dates Jun 17 (CS), Oct 5 (DN)

I-9 Compliance HRCI New forms have new requirements! Fines are increasing and so is enforcement. This seminar covers the I-9 process including initial veri-fication of work authorization, re-verification, correcting errors on I-9s, and conducting internal audits. Participants will also receive up-to-date information regarding worksite enforcement activities by Im-migration and Customs Enforcement (ICE), E-Verify, and best practices for employ-ment eligibility verification. Outcomes: Know everything you need to about I-9 compliance and filling out the new forms.Who Should Attend: HR and Recordkeeping ProfessionalsMar 10 (FC), Apr 28 (DN) 8:30-12:30 $125Upcoming Dates Jun 24 (AZ), Aug 6 (DN), Nov 16 (DN)

CONTINUED


LEGAL COMPLIANCELEGAL COMPLIANCELEGAL COMPLIANCE

Investigations in the Workplace HRCI •This class guides participants through the entire investigation process beginning with the notice of an issue, how to define it, and how to determine the employer’s responsibilities. Next is a discussion on planning the investigation, interviewing those with knowledge, and evaluating the evidence, including assessing credibility, communicat-ing findings, and taking action.Outcomes: Recognize when an investigation is needed and how to proceed.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsApr 22 (DN) 8:30-4:00 $175Upcoming Dates Jun 16 (DN), Aug 20 (CS), Sep 29 (FC), Oct 6 (DN)

Legal Issues for Human Resources Professionals HRCI ••This concentrated full-day program offers an overview of the complex legal issues associated with day-to-day employment decisions and actions. This session provides current information on legislation, court decisions, and enforcement procedures that affect the employment relationship. The issues and concerns that impact separation and dis-charge, including a risk analysis of termination and proper procedures, are explored. (Includes a CD copy of the MSEC Blue Book: Employment Law Resource)

Outcomes: Advise leaders and supervisors about employment law issues armed with a full spectrum of knowledge.Who Should Attend: HR Professionals and Legal Staff Apr 1 (DN), Apr 16 (FC) 8:30-4:00 $235Upcoming Dates Jul 8 (DN), Oct 6 (FC), Oct 29 (DN)

Legal Issues for Supervisors and Managers HRCI •••

This seminar reviews key federal and state laws affecting the employ-ment decisions that managers and supervisors make. It walks partici-pants through issues such as employment-at-will, and the importance of understanding employee handbooks. Also covered are legal topics relating to interviewing and selection, civil rights, safety issues, pay practices, and termination. (Includes a CD copy of the MSEC Blue Book: Employment Law Resource)

Outcomes: Make legally informed management decisions in manage-rial and supervisory roles. Who Should Attend: Managers and SupervisorsApr 9 (DN), Apr 21 (Tucson) 8:30-4:00 $235Upcoming Dates Jun 12 (FC), Jun 25 (DN), Aug 18 (DN), Aug 26 (CS), Oct 6 (AZ), Oct 8 (DN), Dec 2 (DN)

Managing the Ill or Injured Worker under the ADA, FMLA, and Workers’ Compensation HRCI •This advanced seminar requires knowledge of the Americans with Disabilities Act, Family and Medical Leave Act, and Workers’ Compensa-tion Basics. Participants learn when a law is triggered, and what to do if more than one law applies. Additionally, the class will cover attendance, termination, compensation, benefit coverage, return-to-work, and light duty issues.Outcomes: Understand how the complex requirements of each law interact, and develop practical ways to address concerns.Who Should Attend: HR Professionals, Managers, and SupervisorsMar 30 (DN), Apr 16 (AZ) 8:30-3:00 $175Upcoming Dates Jun 24 (DN), Jul 9 (FC), Aug 6 (DN), Oct 13 (CS), Oct 26 (DN), Dec 10 (AZ)

Performance Documentation Skills HRCI ••Participants will learn a simple performance documentation process and understand its importance in preventing legal claims. Using proven techniques, participants will practice writing and maintaining job-related performance documentation. The seminar will focus on how the current legal climate affects supervision, as well as the

“how-tos” of documenting employee actions. Outcomes: Develop strong practices and follow a clear process when documenting discipline.Who Should Attend: HR Professionals, Managers, and SupervisorsMar 10 (AZ) 1:00-4:30, Mar 18 (DN) $125 Apr 20 (DN) 8:30-12:00 Upcoming Dates Jun 16 (DN), Jul 28 (CS), Aug 12 (DN), Sep 22 (GJ), Sep 23 (GS), Oct 13 (DN), Oct 29 (AZ) (1:00-4:30)

Unemployment Insurance: Challenging Claims and Controlling Costs HRCI • In this session participants will learn who is covered by unemployment insurance, when benefits are awarded, and strategies for lowering unemployment costs. The administrative procedures, including how to respond to the claim, are reviewed and participants engage in a mock appeal hearing where they learn the hearing officer’s decision and rationale.Outcomes: Effectively protest unemployment claims and ultimately minimize costs.Who Should Attend: HR Professionals, Legal Staff, Managers and SupervisorsMar 24 (AZ), Apr 28 (FC) 8:30-4:00 $175Upcoming Dates Jun 3 (DN), Aug 27 (DN)


March-April 2015 6

LEGAL COMPLIANCELEGAL COMPLIANCELEGAL COMPLIANCE

Unions: National Labor Relations Act and Non-Union Workplaces, What You Don’t Know Can Hurt You HRCI

Is the social media policy in your employee handbook an Unfair Labor Practice? If an employee is terminated, can the National Labor Rela-tions Board force the organization to reinstate the employee or pay back pay? This half-day class focuses on labor laws, agency rules, and cases that apply to non-union workplaces, and will highlight current trends in NLRB policy and Unfair Labor Practices process.Outcomes: Protect your organization against claims non-union em-ployers, including unfair labor practices, investigations and penalties, as well as how to prevent and defend against unfair labor practice charges.Who Should Attend: HR Professionals, Managers, Supervisors, In-house CounselApr 13 (DN) 8:30-12:00 $125Upcoming Dates Sep 3 (DN), Nov 6 (DN)

Unions: Managing in a Union Environment—How To Manage, Discipline, and Terminate Union Employees HRCI

For those managing in a union environment, this course helps to contend with conflicts between management rights and collective bargaining provisions, as well as establishing the seven elements of just cause. This course will teach effective grievance and arbitration administration, the dangers of inconsistent enforcement and “past practice,” Weingarten rights, and union representation, along with state and federal labor laws.Outcomes: Manage issues in a union setting with a focus on discipline and employee performance.Who Should Attend: HR Professionals, Managers, and Supervisors in a union environmentMar 26 (DN) 8:30-12:00 $125Upcoming Dates Jun 4 (DN), Dec 8 (DN)

REVISED! Wage and Hour Workshop HRCI ••Learn what the laws cover and which industries are exempt, along with recordkeeping requirements, exemptions from overtime, and how to change status for those improperly classified as exempt. Also discussed are compensable hours of work-travel time, on-call, and training, alternative work weeks, compensation included in straight time and overtime calculation, and other topics covered by these laws.Outcomes: Understand wage laws and their numerous, counter- intuitive regulations.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsApr 2(DN) 8:30-4:00 $209Upcoming Dates May 8 (FC), Jun 2 (DN), Jun 16 (GS), Jun 17 (GJ) Aug 4 (DN), Oct 14 (AZ), Nov 4 (DN)

Workers’ Compensation: The Advanced Workshop HRCI

This session provides managers and administrators with information to properly manage injured workers in order to maintain productiv-ity within the bounds of the Colorado Workers’ Compensation Act. Participants learn answers to common problems surrounding the man-agement of workers’ compensation claims, including return to work solutions, leave policies, who is and is not an independent contractor, terminating the injured worker to avoid retaliation, doctor appoint-ments, recreational activities, and cost containment. Outcomes: Administering complex claims and tackle day-to-day issues.Who Should Attend: Workers’ compensation specialists and anyone with workers’ compensation responsibilitiesMar 17 (DN) 8:30-12:30 $125Upcoming Dates Aug 7 (DN), Oct 23 (DN)

MSEC’s Employment Law Update is the one confer-ence that covers the most significant employment

law developments of the year, simplifying the legalese and providing participants with

practical, timely,and critical advice that can minimize employment law liability.

2015 DATES

Denver — May 5

Fort Collins — May 12

Colorado Springs — May 14

Grand Junction — May 19

Scottsdale — June 3

Watch for topics and more information!


COMPENSATION & BENEFITSCOMPENSATION & BENEFITS

Benefit Administration: The Basics from A to Z HRCI •Participants learn the basic concepts of employer-sponsored benefits including health and welfare, retirement, and medical reimbursement plans. The course includes up-to-date and relevant basic design, legal, and administrative considerations. Individuals participate in skill-build-ing exercises to enhance their understanding of the material, including the role of benefits in a total rewards strategy, design concepts, fund-ing, mandated benefits, and compliance with federal laws, including health care reform.Outcomes: Understand basic design concepts regarding benefit administration, from retirement to health, and medical spending programs.Who Should Attend: HR Generalists, new Benefit Specialists, and any-one wanting an updateApr 8-9 (AZ), Apr 30-May1 (DN) 8:30-4:00 $295Upcoming Dates Aug 5-6 (DN), Sept 29-30 (CS), Oct 22-23 (DN)

Benefit Administration: The Basics from A to Z for Public Employers HRCI

Individuals will participate in skill-building exercises to enhance their understanding of the material. This class will cover administration and design, the role of benefits in a total rewards strategy, funding, man-dated benefits, and federal laws, including Health Care Reform and health plan options.Outcomes: Understand the basic concepts in all benefit areas. This class focuses on the unique needs of the public sector and religious organizations.Who Should Attend: HR Professionals working for government entities responsible for planning, administering, and communicating employee benefits plans. Participants should have 0-3 years of experience in benefits related functions.Mar 30-31(DN) 8:30-4:00 $295Upcoming Date Sept 10-11 (DN)

Benefit Administration: FSAs, HSAs, and HRAsFlexible Spending Accounts (FSAs), Health Savings Accounts (HSAs), and Health Reimbursement Arrangements (HRAs) can offer significant tax savings for both employees and the organization. This class will focus on comparing plan features and determine which model is best for your organization, helping to recognize legal requirements such as HIPAA, COBRA, and ERISA, and acquiring the latest information on adoption trends. We will end with identifying the impact of Health Care reform on FSAs, HSAs, and HRAsOutcomes: Gain knowledge on the legal, design, implementation, and administration aspects of the various types of reimbursement accounts.Who Should Attend: Benefit consultants, managers, and administra-tors responsible for health insurance benefitsMar 5 (DN), 8:30-4:00 $175Upcoming Date Oct 1 (DN)

Compensation Administration I—Base Pay Design and Development HRCI ••This class will teach how to develop a Total Rewards philosophy and work with a compensation model that begins with job analysis and introduces internal job evaluation and external market pricing. In addi-tion, elements including pay ranges and building a pay structure that focuses on business alignment will be covered. Hands-on exercises and group discussions assist participants in developing skills for creating, revising or maintaining base pay compensation plans. Outcomes: Understand compensation fundamentals and principles to apply in your workplace.Who Should Attend: HR Professionals, Compensation and Benefit ManagersApr 8-9 (DN) 8:30-3:30 $295Upcoming Dates May 19-20 (AZ), Jun 18-19 (DN), Aug 19-20 (DN), Oct 6-7 (CS), Oct 15-16 (DN), Dec 1-2 (DN)


March-April 2015 8

COMPENSATION & BENEFITS

Compensation Administration II: A Day in the Life of a Compensation Professional HRCI •Through discussion and hands-on exercises, participants gain addition-al practical and in-depth knowledge. Emphasis is placed on aligning pay decisions with business objectives, current talent acquisition, and retention strategies. Topics include legal concerns, data sources, collec-tion methodology, and data analysis, job matching, realignment of jobs for appropriate fit. Also covered are compression and equity problems, and communication challenges.Outcomes: Develop enhanced compensation knowledge and flex-ibility by exercising problem-solving skills to address a series of real-life scenarios.Who Should Attend: Compensation Professionals, Supervisors, and Managers who have taken the Compensation Administration I: Base Pay Design and Development class, or those who have a solid experi-ence in compensationMar 17 (DN) 8:30-4:30 $175Upcoming Dates Sep 21 (DN), Dec 2 (FC)

Payroll Administration: The Ins and OutsParticipants learn the basic concepts of the payroll field, including administration, new employee on-boarding, and recordkeeping. Com-mon pitfalls to avoid such as mishandling W4’s and miscalculating an employee’s regular rate are discussed. Participants gain an understand-ing of how the payroll function affects and is affected by other parts of the organization including orientation and benefit administration.Outcomes: Gain insight and working knowledge of day-to-day payroll administration.Who Should Attend: HR Professionals and those overseeing payroll operationsFeb 10 (DN) 8:30-12:00 $125Upcoming Dates Sep 23 (FC), Oct 9 (DN)

Beat The Square-Peg- Round-Hole Syndrome

The hiring process can be long, tedious, and frustrating. Filling a position just to get it off

your to-do list is never a good idea. Especially, when in the end, you discover you have hired

the wrong person!

MSEC has the services you need to align the right person to the right job!

We provide:

Comprehensive Background Checks

Cost Effective Drug Tests

Sound Behavioral and Skill Testing

For more information call 800.884.1328 or email [email protected].


PROFESSIONAL DEVELOPMENT

New! Advanced Myers-Briggs: MBTI and StressParticipants use the Myers-Briggs Type Indicator® (MBTI®) to describe how they are likely to experience and react to stress in this session. Ways to manage stress more successfully are explored. The MBTI instru-ment, developed by Isabel Briggs Myers and Katharine Cook Briggs based on Carl Jung’s theory of psychological types, has been used for more than 20 years, to identify and describe the natural stress reac-tions of the sixteen types. This session teaches how stress reactions are predictable, natural, and healthy for a personality type, and that they are temporary and manageable.Outcomes: Identify behaviors that your MBTI type tends to gravitate to when you are under stress.Who Should Attend: Anyone wanting to understand and manage their tress reactions and the stress reactions of othersMar 3 (DN) 8:30-4:30 $225Upcoming Dates Aug 5 (AZ), Oct 16 (DN)

Brush-Up English Participants will have an overview of grammar, including the problems and pitfalls of modern language usage. These basics to be reviewed including parts of speech, subject–verb agreement, proper pronouns, and plurals and possessives. Participants will learn to punctuate with confidence by studying the proper use of commas, semicolon, colon, apostrophes, and question marks.Outcomes: Write and edit for clarity, emphasis, and grammatical correctness.Who Should Attend: Employees responsible for preparing, editing, or reviewing written communications Mar 31 (DN) 8:30-3:30 $395 (Includes lunch)

Upcoming Dates Jun 2 (DN), Sept 17 (DN), Nov 12 (DN)

NEW! Business EssentialsParticipants learn how organizational strategy, structure, functions, systems, and people work together to create value in response to customer needs. This seminar will provide an overview of an organiza-tion’s strategic framework, essential and supporting business functions, systems alignment, environment, and key performance indicators.Outcomes: Apply strategic framework and concepts to your organiza-tion to increase their business knowledge and acumen.Who Should Attend: mid-level professional staff and supervisorsMar 12 (DN) 8:30-3:00 $175Upcoming Date Sep 15 (DN)

Business Writing for Support Staff •• Participants will develop writing skills from preparation to proofread-ing, including getting started, writing a document or composing an email, organizing for results, emphasizing main ideas, editing for clarity, and checking for errors. The seminar format includes exercises, indi-vidual guidance, and group discussion working with typical business documents: letters, reports, email, and procedures. Outcomes: Streamline the process from preparation to proofreading letters, memos, email, and other important business documents.Who Should Attend: Administrative assistants and executive-level support staff Apr 16 (DN) 8:30-3:30 $205Upcoming Dates May 21 (DN), Oct 27 (DN)

Communication Feedback: Know Thyself •Each participant receives an individual personal style report based on surveys from five individuals they select plus themselves. This “self plus others” report format provides a comprehensive description including individualized concrete suggestions. This is the foundation for the class, allowing participants to learn how to recognize others’ communication preferences and build the skills to work effectively with all. (Pre-work is required—2 weeks advance registration required.) (Includes personal style report)

Outcomes: Understand how others perceive you and learn how to effectively adapt your communication.Who Should Attend: Managers and Supervisors, EmployeesApr 21-22(DN) 8:30-4:00 $445(A $140 charge is added to the standard 25% for cancellations less than 7 days)Upcoming Dates Jun 23-24(DN), Sept 8-9 (DN), Nov 10-11 (DN)

Communication Tools for Maximizing Performance ••• Participants improve their ability to understand people better, turn on or off emotions in different circumstances, and develop and maintain trust, rapport, and influence with others. How to deal with difficult people and situations by learning, thinking in an outcome oriented way, and discovering what is important to another person or group is explored. Also reviewed is how to gather and organize information sys-tematically to clarify problematic situations and to identify clear goals.Outcomes: Put into action practical communication methods, skills, and techniques. (A follow up study guide is provided to practice the skills taught.)

Who Should Attend: Employees and Managers whose success depends on the ability to relate to othersMar 11-12 (FC), Apr 16-17 (DN) 8:30-3:30 $355Upcoming Dates Jul 23-24 (DN), Oct 15-16 (DN), Dec 3-4 (DN)


March-April 2015 10


Conflict: Self-Management ••• This session begins by defining the nature of conflict and then address-ing how to build skills for constructive resolution by creating an effec-tive environment and developing compromises for mutual benefit. Participants learn about their personal response to conflict through the assessment of conflict styles, identifying alternative strategies, and conveying understanding.Outcomes: Understand conflict patterns and acquire skills for respond-ing constructively to conflict. (Includes conflict style assessment)

Who Should Attend: Managers, Supervisors, and EmployeesMar 14 (DN) 8:30-4:3 $175Upcoming Dates May 12 (AZ) (1:00-4:30), May 18 (DN), Jun 25 (DN), Aug 12 (DN), Sep 1 (FC), Sep 28 (DN), Oct 22 (DN), Nov 18 (DN)

Cultivating Your Listening Skills: Listening to Understand •••Through a helpful assessment tool and thought-provoking activities, class participants will address their unique habits and improve listen-ing skills in three dimensions of a listening model: staying focused, capturing the message and helping the speaker. Uncovering personal barriers and obstacles to focused listening, assessing their own listen-ing style and approach and applying the skills of following, reflecting and attending in a variety of listening situations are also reviewed. Outcomes: Use the power of listening to become more effective and productive.Who Should Attend: All levels of professional and management personnel who wish to assess and improve their listening skills Mar 17 (DN) 8:30-4:30 $175Upcoming Dates Jul 30 (DN), Sep 17 (AZ), Sep 28 (DN)

Customer Relations: Making the Connection ••Participants discover practical, ready-to-use ideas for various phases of customer interaction. Connecting with customers and anticipating their needs by adapting to varying communication styles and practic-ing positive language skills is explored, along with employing a 3-step method for handling difficult customer situations. Action steps to ensure a customer experience is positive, and critical follow-up steps are reviewed.Outcomes: Acknowledge customer needs and take the correct action in a variety of difficult situations. Who Should Attend: Anyone having direct or indirect customer contactApr 30 (DN) 8:30-12:30 $125Upcoming Dates Apr 30 (DN), Jun 4 (CS), Jul 14 (DN), Nov 17 (DN)

Developing Interpersonal Communication Skills •••• This three-day class examines the essentials of the communication process. It explores how life experiences, beliefs, perceptions, and choices affect communication, and how to flex communication styles to enhance effectiveness. How to communicate while under stress is highlighted, along with taking responsibility in communication, and how best to deliver and receive peer feedback. Outcomes: Develop an action plan to implement changes to communicate more effectively.Who Should Attend: Employees, Managers, and SupervisorsMar 16-18 (DN), Apr 15-17 (DN) 8:30-3:30 $420Upcoming Dates May 4-6 (DN), Jun 2-4 (DN), Jul 8-10 (DN), Aug 18-20 (DN), Sep 22-24 (DN), Oct 27-29 (DN), Dec 1-3 (CS)

Developing and Maintaining Trust in the Workplace • This class is designed to help understand how to build trust and how that impacts relationships with your co-workers, managers, and customers. Participants explore the meaning of trust and measure in-dividual skill levels in building trust. Participants develop strategic skills to build trust in the workplace, identify what trust is and its impact on the work environment, and use skills to rebuild trust and re-frame dif-ficult messages.Outcomes: Increase skill levels in building trust through instruction, reflection, and class exercises.Who Should Attend: Employees wanting to develop more effective relationships with othersMar 6 (DN) 8:30-4:00 $175Upcoming Dates May 18 (DN), Jul 20 (DN), Sep 11 (DN), Nov 17 (DN)

Developing Presentation Skills ••••Participants will focus on skill-building by designing and delivering two presentations and receiving both class and instructor feedback. Presen-tations will be recorded. The principles of public speaking are explored including presentation design, style, and delivery techniques, and visual aids. There is time allotted for practice and feedback, impromptu presentations, informational presentations, persuasive presentations, and instructional presentations.Outcomes: Deliver an effective presentation to audiences ranging from peers to the executive management team. (*This three-day course provides practice and feedback, and all three days must be attended.)

Who Should Attend: Individuals with limited experience or those who wish to improve their confidence level in front of groups (Class size is limited to 10).

Apr 28-30 (DN) 8:30-4:30 $490 (Includes lunch)

Upcoming Dates May 19-21 (FC), Jun 9-11 (CS), Jul 14-16 (DN), Sep 21-23 (DN)

CONTINUED



Diversity in the Workplace HRCI

Participants are introduced to the concept of diversity through a cultural pursuit activity. Legal issues in cultural awareness, including a historical perspective, with a discussion of the spirit and letter of the law are reviewed, with an emphasis on personal issues in cultural awareness and reflections on personal experiences about difference through theories of difference and situational case studies. A review of illegal harassment is also a part of the seminar.Outcomes: Raise personal awareness of legal and personal aspects of communication in a diverse workforce.Who Should Attend: Anyone concerned with being successful in work-ing with a diverse, rapidly-changing workforce. (This seminar is particularly effective as an on-site program tailored to an individual organization.)

Apr 22 (DN) 8:30-12:00 $125Upcoming Dates May 5 (AZ), Jun 18 (FC), Nov 10 (DN)

Email and Social Media: What to do before it Goes Public • Participants learn what to consider before writing an email, determine and if email is the best way to deliver the message. Email composition will be covered, including useful subject lines, what is unimportant, and organizing for readability. The class will cover avoiding the pitfalls of vague information, insults to the reader, and emoticons, sarcasm, and inappropriate tone, along with legal and privacy issues.Outcomes: Ensure that email messages are effective and receive attention.Who Should Attend: Managers, Supervisors, and EmployeesMar 5 (DN) 8:30-3:30 $205Upcoming Dates Jun 9 (DN), Oct 8 (DN)

Emotional Intelligence at Work ••••Emotional Quotient (EQ) is learning how to consciously utilize your emotions to create optimal results in your relationships with yourself and others. Time is spent building emotional literacy, recognizing pat-terns, applying consequential thinking, and expanding key relationship skills. Participants learn to develop the five EQ Competencies, including self-awareness, self-regulation, self-motivation, empathy, and relation-ship skills, and assess their own emotional intelligence through use of a comprehensive assessment. (Includes assessment)

Outcomes: Raise your Emotional Quotient at work. Who Should Attend: Formal and informal leaders in organizations desiring greater effectivenessApr 7-8 (DN) 8:30-4:30 $345Upcoming Dates Jul 7-8 (FC), Oct 14-15 (DN), Nov 17 (1 day) (AZ)

Enneagram: Leveraging the Power of Personality HRCI ••Our personality is a set of habitual patterns and coping strategies built up over a lifetime. Understanding the motivations and strategies for each Enneagram Type gives us the freedom to change our reactions in any given situation. Participants in this course identify their TYPE and learn strategies that can be used to better communicate with others; learn techniques to adapt behavior to change the outcome of real life situations; and understand the nine distinct ways of seeing and inter-acting with the world.Outcomes: Change the outcome of real life situations through the Enneagram Personality System.Who Should Attend: Anyone interested in improving their self-knowl-edge and having more successful interactions with others. Mar 24 (DN) 8:30-4:00 $195Upcoming Date Sep 11 (DN)

Ethics: Going Beyond ComplianceThe program uses a group game to simulate the conflicts and paradox of business and ethics. The lessons from the game form a foundation for a review of topical ethical issues and customized ethical situations based on your organization’s needs. The program also addresses why ethics is important, why being ethical is so hard, how culture affects ethics, and why “heart” and “head” are important elements of any ethi-cal program. Finally, decision-making models are presented as well as a message on personal change. A customized “leave behind” pamphlet is included as a way to reinforce the message with all participants.Outcomes: Become aware of the importance of making ethical decisions.Who Should Attend: Anyone seeking to reinforce the message that good ethics are good for business.Apr 14 (DN) 8:30-10:30 $95

Generations: Working Together HRCI •••

Participants will learn to recognize the unique needs of different generations in the workforce. The course will examine the impact of historical and cultural factors on generational outlook. Participants will be taught how to identify each generation’s preferences for communi-cation, development, and work culture and practice adapting commu-nication styles to interact more effectively with members of different generations. Outcomes: Build stronger teams by working more effectively with members of all generations. Who Should Attend: Managers, Supervisors, Support Staff, and HR Professionals Mar 19 (CS) 8:30-4:30 $175 Upcoming Dates May 12 (AZ) 8:30-12:00, Jun 4 (DN), Aug18 (FC), Oct 9 (DN), Dec 9 (DN)


March-April 2015 12


GOAL! Get Organized at Last! • This class provides simple, easy-to-implement solutions to help you get control of workloads, contribute to the success of organizations, and increase value as an employee. Participants learn what to do with paper, manage email efficiently and effectively, learn Microsoft Outlook tips and tricks, and how to reduce interruptions and distractions. Also covered are scheduling and prioritizing how to do important tasks first, and how to follow up on assignments effectively. Outcomes: Improve organizational skills and increase productivity. Who Should Attend: Managers and Employees wanting to improve their organization skills at work Apr 23 (DN) 8:30-4:30 $245*

* For $430 receive the seminar and 2-hour follow up coaching session on-site within the (DN) metro area) Upcoming Dates Jul 14 (DN), Sep 15 (DN), Nov 10 (DN)

Group Facilitation Skills HRCI ••••

This session begins by defining facilitation and distinguishing facilita-tion skills from the role of the facilitator. Participants learn the balance between leading and facilitating by practicing key facilitation skills and identifying and establishing group norms during facilitations. Skills including, observing group dynamics and learning intervention techniques in response are discussed, to help maintain an environment conducive to maximum interaction and productivity. Outcomes: Develop the observation and intervention techniques that make an effective facilitator. Who Should Attend: Trainers, Supervisors, and Managers Apr 9-10 (DN) 8:30-4:30 $295 Upcoming Dates Jun 17-18 (DN), Sept 3-4 (DN), Nov 5-6 (DN)

Leadership Skills and Strategies for Administrative Assistants •This newly designed seminar offers participants opportunities to reflect on personal core values that shape their leadership style and to learn skills and strategies for achieving success at the workplace. The mate-rial covered explains the difference between managers and leaders, clarifies personal values, identifies personal areas of excellence and areas for improvement while discussing personal and corporate role models, and the power of mentors.Outcomes: Learn the leadership skills needed to be successful and move your career forward.Who Should Attend: All levels of administrative assistants and support staffMar 9 (DN) 8:30-4:30 $200Upcoming Date Sep 9 (DN)

Managing Stress in the Work Environment •• This class provides a comprehensive approach to managing stress including lifestyle balance, modifying behavior patterns, and enhanc-ing physical awareness. Participants become more aware of their stress responses, creating a sense of choice and control over what happens to them, and achieving a greater sense of balance in their lives. This is done through Identifying sources of stress, recognizing response pat-terns, practicing methods for managing stress, and creating an action plan. (Participants are invited to dress comfortably)

Outcomes: Gain awareness of stress and take steps to control it.Who Should Attend: Employees wanting control over the stress in their work environment Apr 16-17 (DN) 8:30-4:00 $295Upcoming Dates Jul 16-17 (DN), Oct 8-9 (DN)

Myers-Briggs: An Interpretation of Personal Style ••Participants learn to understand and interpret the Myers-Briggs Type Indicator® (MBTI), including the qualities of extroversion and introver-sion, sensing and intuiting, thinking and feeling, and judging and per-ceiving. Participants learn how to use the types to build upon personal preferences, communicate with others, understand team dynamics, and how to problem-solve in difficult group situations. (Note: This class requires pre-work which will be sent directly to the participant prior to the seminar. It is suggested that individuals register at least 2 weeks prior to the class.)

Outcomes: Improve your working relationships and enhance your interaction with others.Who Should Attend: Anyone who wants to understand personality preferences and work more effectively with others Apr 1 (DN), Apr 14 (AZ) 8:30-4:30 $210Upcoming Date Oct 15 (DN)

Negotiation for Win/Win Results HRCI ••Do you have professional conversations involving conflicting needs and wants? Then, like it or not, you are engaging in negotiations. Participants experience all phases of the negotiation process includ-ing analysis, preparation, and discussion, through practical exercises and negotiating problems of varying degrees of difficulty. Mediation will also be analyzed and discussed. The approach of this seminar is to improve skills so that one’s interests are achieved while preserving the relationship between the parties. Outcomes: Gain a strong foundation in negotiation practices for effective results.Who Should Attend: Anyone negotiating on behalf of an employerMar 10 (DN) 8:30-3:00 $175Upcoming Dates May 1 (DN), Aug 4 (DN), Sep 29 (DN), Dec 1 (DN)

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PROFESSIONAL DEVELOPMENTPROFESSIONAL DEVELOPMENT

Priority Management: Working Sm@rt with Microsoft Outlook (2013, 2010, 2007) Computers are not required, but we recommend participants bring their laptops. Participants learn how to use more efficient tools, re-configure Outlook to improve productivity, manage email effectively, and turn the calendar into a planning tool. Also covered are using Outlook to delegate tasks, document important communications, and store and retrieve information. An optional second and third phase provides productivity coaching and ongoing support for additional charges.Outcomes: Turn Microsoft Outlook into a personal assistant to help get things done. Who Should Attend: Everyone with access to Microsoft OutlookApr 15 (DN) 8:30-3:30 $395Upcoming Dates Jul 16 (DN), Sep 16 (DN), Nov 11 (DN)

Problem Solving Skills •••Participants experience a four-part problem-solving model. Each phase of the model is explored and integrated with opportunities for specific skill development and exposure to tools that support the problem solving process. The process begins with selecting the cor-rect problem to work on, moves into defining causes and effects, then generating alternatives, and, finally, how to implement the solution(s). Throughout the session identifying barriers and roadblocks to effec-tive problem solving, and assessing participants’ current problem-solving style and approach are explored. Outcomes: Generate alternatives and implement the best solution.Who Should Attend: HR Professionals, Managers, and Supervisors Apr 3 (DN) 8:30-4:30 $175Upcoming Dates May 21 (AZ), Oct 23 (DN)

Project Management I: Foundations •••Participants use a realistic case study and exercises to provide hands-on use of the tools and techniques. There is a project management overview of the Project Management Institute (PMI), Project Manage-ment Body of Knowledge (PMBOK), and Project Initiation. Project Planning is discussed, which includes a management plan, a work breakdown structure, and the constraints of scope, cost, and schedule. Also explored are budgeting, staffing, reporting, and closing the project.Outcomes: Keep projects on schedule with proper planning and reduce frustration.Who Should Attend: Project managers, members of project teams, and managers of functional areas Mar 5-6 (DN) 8:30-4:30 $345Upcoming Dates Jul 8-9 (DN), Sept 9-10 (DN), Nov 18-19 (DN)

Project Management II: Intermediate/Advanced ••This class provides a project management framework and advanced tools and techniques to help manage projects. Participants are taught to identify stakeholders, and then learn earned-value management, estimating, budgeting, risk management, and staffing the project. Additionally interpersonal skills for effective project management, project performance and variance reporting, managing issues and quality along with vendor management are explored.Outcomes: Initiate, plan, manage, control, and close projects effectively.Who Should Attend: New and experienced project managers, managers of functional areas who deal with project managers. (Note: Project Management I: Foundations should be taken as a prerequisite to this course.)

Apr 23-42 (DN) 8:30-4:30 $345Upcoming Date Oct 21-22 (DN)

Telephone Imagery: Improving Customer Service through Excellent Telephone Communication Skills Participants learn the “how-to’s” of establishing a rapport using tips, tricks and techniques to develop a “can do” attitude, create a memora-ble image, conquer telephone etiquette basics, understand communi-cation styles, and enhance listening skills. Understanding a customer’s preferred communication style (auditory, visual, or kinesthetic) to increase customer satisfaction and reinforce customer loyalty is also explored. (Includes copy of workbook)

Outcomes: Make a positive impression on your customers through understanding communication styles and enhancing listening skills.Who Should Attend: Anyone who works with customers over the phoneMar 10 (DN) 8:30-4:00 $200Upcoming Dates May 15 (DN), Jul 14 (DN), Oct 9 (DN)

Train the Trainer HRCI ••This course begins by teaching the principles of adult learning and the training cycle. Participants then develop and deliver part of a training program. Videotaping is included in order to help participants un-derstand how their style can be most effective. (Note: Participants will give a 15-minute training module on the third day and may wish to bring a training program under development to class.) Includes lunch on days 2&3

Outcomes: Deliver training to groups of three or more effectively and efficiently, with confidence that comes from practice in a training environment. Who Should Attend: Those who prepare in-house training, deliver group training, or revise existing training packages.Mar11-13 (DN) 8:30-4:30 $495Upcoming Dates May 12-14 (DN), Jun 10-12 (DN), Jul 21-23 (FC), Aug 5-7 (DN), Sep 30-Oct 2 (DN), Dec 1-3 (DN)


March-April 2015 14


Training Activities HRCI •Participants will have opportunities to experience an activity, debrief the activity, and then critique the exercise. A variety of activities will be explored from openers, simulations, and assessments to adventure initiatives and game formats. Discussion will include how the various types of activities can be adapted to meet the needs of your learn-ers. Also discussed are the purpose of training activities and how to design effective activities. Outcomes: Prepare well-developed activities that promote learning to improve your training at work. (Includes a copy of Design your Own Games and Activities)

Who Should Attend: Individuals who design and deliver training Mar 25-26 (DN) 8:30-4:30 $375Upcoming Dates Jul 21-22(DN), Nov 19-20, (DN)

Training Skills for On-The-Job Trainers HRCI •This session provides a comprehensive approach to the creation of procedural manuals used in training one-on-one. Participants learn quick ways to update materials, uniformly train people to indepen-dently do a job, and how to certify and track learning progress that meets ISO requirements. Participants will deliver a 15-minute training module, requiring evening preparation to incorporate class infor-mation. Participants may adapt their own training materials for the course. (Participants receive a DVD copy of their presentation and a CD with templates to use in creating the training documentation.) Includes lunch on days 1 and 2.

Outcomes: Use a systematic, comprehensive approach in the creation of procedural manuals to deliver high-impact training.Who Should Attend: Those responsible for technical or one-on-one training. (Class size is limited to 10, and participants must be able to attend all three days.)

Mar 17-19 (DN) 8:30-4:00 Days 1-2 $495 8:30-3:30 Day 3Upcoming Dates Jun 24-26 (DN), Sep 16-18 (DN)

Workplace RespectThis valuable course offers an opportunity to investigate some root causes of disrespect and unclear personal boundaries. Participants gain awareness and communication tools to create a better under-standing of each person’s version of respect so that it can be mutually exchanged. Clarity about what it means to interact with co-workers in a respectful manner and how to more graciously ask for respect from them is covered.Outcomes: Use communication tools to create mutual understanding between co-workers.Who Should Attend: Any employee who would like to learn the behaviors to foster workplace respect.Apr 10 (DN) 8:30-12:30 $125Upcoming Dates Apr 10 (DN), Jun 17 (DN), Aug 27 (FC), Oct 8 (DN), Dec 4 (DN)

The supply of H-1B visas is limited. Once the annual cap is reached, employers must wait another year – until October 1, 2016 –

to get new H-1B workers approved.

Using H-1B, U.S. employers can hire foreign professional workers for up to six years.

Each year, 65,000 new H-1B visas are available for those with bachelor’s degrees, and 20,000 more arereserved for those with a master’s degree or higher

from a U.S. university.

This year, the U.S. Citizenship and Immigration Services accepts new H-1B petitions from April 1 to 7, 2015.

Only petitions filed in this window participate in the lottery to determine which employees get H-1B visas in 2015.

If YOU want MSEC assistance for an H-1B this year,contact us now!

Employers who want to hire a foreign professional worker already on H-1B or certain employers who are

exempt from the H-1B cap can call MSEC anytime. The rest need to call now!

For more information, call 800.884.1328Or email [email protected].

No Fooling!New H-1B Petitions Need to be Filed on

April 1, 2015!


MANAGEMENT & LEADERSHIP

Assertiveness Training for Managers This powerful two-day program will focus on examining different styles of communication, and appropriate applications of those styles. Participants will learn to identify roadblocks to assertiveness in order to remove them. Three assessments are taken to determine participants’ degree of assertiveness, and those are used to build skills to boost self-confidence, achieve cooperation, provide effective feedback, and manage highly-charged situations. Outcomes: Leave with tools to use when leading others. Who Should Attend: Any leader wanting to be more effective when communicating with others Jan 22 (FC) 8:30-4:00 $295 Upcoming Dates May 19-20 (DN), Nov 12-13 (DN)

Business Writing for Managers •Participants develop skills in planning, writing, and reviewing a variety of writing projects from email to short reports. This “hands-on” workshop includes class exercises, group discussion, and individual guidance, and reviews planning through recognizing the purpose, appraising the reader, and organizing ideas. Writing for the reader is discussed along with choosing the format, creating transitions, and emphasizing main ideas. Outcomes: Produce business documents that get positive results.Who Should Attend: Managers and professionals who must use written communicationMar 10 (DN) 8:30-3:30 $205Upcoming Dates May 14 (DN), Aug 20 (DN), Oct 15 (DN)

Change Management: Building Resiliency HRCI •••Change in the workplace is inevitable and a manager must lead their staff through changes. In this course, participants learn to differenti-ate between change and transition, use a three-phase transition model, and learn the action steps accompanying each phase of the model. Also discussed are the primary emotions and behaviors of people experiencing change, along with the information and support needed as people move through the change process. Outcomes: Build resiliency to manage yourself and others through necessary workplace changes. Who Should Attend: Managers, Supervisors, Leaders, or anyone managing change and transitionsApr 2 (FC) 8:30-12:30 $125Upcoming Dates May 7 (DN), Jun 16 (AZ), Jun 16 (DN), Sep 4 (DN), Nov 24 (DN)

Collaboration Skills: A Radical Approach to Problem Solving and Conflict Resolution •••••Radical Collaboration® is a powerful interactive experience that guides participants in building effective partnerships, alliances, and relationships that work. Participants, through practice problem-solving in simulated and real-time situations, learn the dynamics of interpersonal relationships, build collaborative skills, understand the elements of building and maintaining long-term trusting climates, and develop skills establishing and solidifying partnerships and alliances key to professional success. (Includes lunch and cost of book Radical Collaboration)

Outcomes: Use five essential skills to build strong alignments and greatly increase productivity and success in the workplace.Who Should Attend: Executives, Managers, Team Leaders and Members, OD and HR ProfessionalsApr 7-8 (DN) 8:30-4:30 $445Upcoming Dates Jun 23-24 (DN), Sep 17-18 (DN)

Communicating Effectively in Difficult Situations for Managers and Supervisors •••In this class, participants learn to assess difficult situations, apply prin-ciples to handle complicated interpersonal matters, choose effective strategies for resolving difficulties, conduct one-to-one conversations, and process complicated team issues to bring about positive change. Participants receive their own I-SkillsZone workbook and a set of prac-tical tools for learning and applying the I-SkillsZone system on the job. This includes a practical set of integrated maps, skills, and processes for dealing effectively with conflicted situations more collaboratively. (Includes cost of workbook)

Outcomes: Communicate effectively to improve productivity and results of your team.Who Should Attend: Managers and SupervisorsApr 15-16 (DN) 8:30-4:00 $495Upcoming Dates Sep 9-10 (DN), Nov 11-12 (DN)


March-April 2015 16


The Complete Supervisor ProgramThis week-long program takes supervisors through the life cycle of an employee. Interviewing skills, coaching, communication and feed-back skills, and the legal issues of dealing with performance problems will be covered. The first two days are instructions in supervisory core competencies. The third day covers interviewing and hiring. The fourth day discusses legal issues in managing employees, and the last day is devoted to the topic of performance management.Outcomes: Understand the employee life-cycle through a holistic approach in learning. Who Should Attend: Managers and SupervisorsMar 2-6 (DN) 8:30-4:30 $765Upcoming Dates Jul 13-17 (DN), Nov2-6 (DN)

Delegation: A Strategy for Empowerment ••This one-day course helps managers become master delegators — and avoid being perceived as micro-managers--through exercises, discussions, and a case study. This program follows a clear and simple process for delegation by first identifying barriers to effective delega-tion, then setting delegation guidelines that will help your team get things get done, creating a management system that really works, and determining which delegation tools to apply to specific tasks.Outcomes: Delegate to empower team members to make their own decisions and help the entire group work more effectively.Who Should Attend: Managers and SupervisorsApr 29 (FC) 8:30-4:30 $175Upcoming Dates May 4 (DN), Sept 29 (DN)

NEW! The Five Dysfunctions of a Team •This is a one-day workshop designed to help team members and lead-ers use the model as a way to function more effectively so that their team can achieve their full potential. This workshop provides leaders with an in-depth understanding of the model and tools for applying the theory in order to help their teams become more productive and cooperative. Materials include a participant workbook and copy of the assessment.Outcomes: Develop an action plan for presenting the Five Dysfunc-tions model to your team and use the model to improve your team. Who Should Attend: Anyone who is part of, or desires to create a higher functioning teamApr 7 (DN) 8:30-4:30 $245Upcoming Date Sep 23 (DN)

Great Leader Series: How Great Leaders Manage Their Emotions, Energy, and OptimismA critical currency of great leaders is managing themselves—their emotional states, their energy, and their ability to remain calm under pressure. This workshop will help you manage your emotions and thoughts, increase your energy level, and respond intentionally and positively when faced with leadership challenges.Outcomes: Become a strategic and influential leader.Who Should Attend: Supervisors, Managers, and LeadersApr 10 (DN) 8:30-4:30 $230/courseUpcoming Dates May 30 (DN), Jun 20 (DN)

Great Leader Series: How Great Leaders Motivate and Engage EmployeesChallenge your assumptions about what motivates employees and learn vibrant and practical solutions for enhancing employee engagement and stimulating peak performance.Outcomes: Increase motivation and engagement for your team.Who Should Attend: Supervisors, Managers, and LeadersMar 12 (DN) 8:30-4:30 $230/courseUpcoming Dates Apr 10 (DN), May 30 (DN), Jun 20 (DN)

Harvard Business Series: jc penney’s “Fair and Square” Pricing Strategy (Encore) HRCI ••How does a business react when a new CEO institutes a dramatic change in the pricing structure, when that change does not bring the expected results? This class reviews the circumstances leading the broad changes made, and reviews the changes from a strategic standpoint.Outcomes: Gain strategic knowledge on a novel business plan while gaining SPHR credit.Who Should Attend: Organizational managers and leaders, as well as anyone looking to increase their understanding of key business concepts, principles, and applicationsApr 14 (DN) 8:30-11:30 $125

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Innovation in the Workplace ••This session teaches the four dimensions of creativity: fluency, flex-ibility, elaboration, and originality. Participants can expand their perspective, generate insights, and hatch new ideas for application. Techniques and approaches for generating innovative yet practical ideas for solving problems by focusing on real time challenges such as product development, process improvement, operational efficien-cies, expanding market share, increasing revenue, cost reduction strategies, and customer care are explored. Outcomes: Enhance your ability to create and innovate.Who Should Attend: Managers and Employees who work to foster a creative environment and stimulate innovation Mar 6 (DN) 8:30-4:30 $175Upcoming Dates Jun 2 (FC), Oct 20 (DN), Nov 5 (AZ)

Lead Worker TrainingThis seminar focuses on changing relationships for leads and group or team leaders, discussing the expectations and limitations of the position, and communication demands from employees and management. Participants learn the role of the lead worker and how to maximize the authority granted to lead workers. Communication skills are practiced, and instruction is offered to help engage employ-ees and effectively train employees to complete necessary tasks.Outcomes: Understand the unique demands of a lead worker and perform more effectively.Who Should Attend: Leads, group leaders, work coordinators, and assistant supervisorsMar 5 (FC), Mar 31 (DN) 8:30-4:00 $175Upcoming Dates May 7 (CS), Jun 11 (DN), Jul 8 (AZ), Jul 30 (DN), Sep 24 (DN), Oct 22 (CS), Nov 24 (DN)

Leadership Through Influence •••• Intensive, individual influence skills exercises allow participants to “try on” new techniques in a safe training environment. Team interaction exercises provide insight into how influence operates in team settings. Ten influence tactics give participants a spectrum of techniques to choose from, depending on their situation. The final exercise ties the program together by analyzing a work-specific situation, the influence, the goal, and the desired outcome, power bases, influence tactics, and approach plan. (Includes cost of LTI book and workbook)

Outcomes: Effectively utilize your personal power to influence others.Who Should Attend: Non-managing professionals, high-level leaders, managers, supervisors, staff personnel, and self-directed or traditional work team members Apr 21-22 (DN) 8:30-4:30 $455Upcoming Dates Jul 16-17 (DN), Sep 9-10 (CS), Oct 19-20 (DN)

Leadership: Why Would Anyone Want to Follow You? ••••This course combines the best of behavioral and neurological science and experiential learning to help individuals become socially and emotionally smarter. It provides a framework, methodology, scientifi-cally validated assessment, and direct experience for building the per-sonal and relationship competencies required for creating high-trust relationships. It is also an introduction to the multiple applications of the FIRO-based Elements of Awareness including personal and in-terpersonal effectiveness, improving customer service, and resolving conflict. (Follow-up coaching is available for an additional fee.)

Outcomes: Motivate, inspire, and energize the workforce.Who Should Attend: Managers and SupervisorsApr 15-16 (CS) 8:30-4:30 $390Upcoming Dates Jul 7-8 (DN), Oct 20-21 (AZ), Nov 10-11 (DN)

Leading Teams •••This class outlines how to set a direction for a team by assessing indi-vidual needs, recognizing stages of team development, and applying facilitative and directive leadership practices to support teams. Partici-pants discuss and apply four different leader decision-making styles, practice moving teams toward group decision-making, and discuss a continuous improvement model to apply at your workplace. Outcomes: Develop skills to provide strategic direction and effective decision-making as the leader of a team.Who Should Attend: Managers and Supervisors, Team Leads, Lead WorkersApr 24 (DN) 8:30-4:30 $175Upcoming Dates Jun 19 (DN), Oct 22 (DN)

Managing From Your StrengthsThis program goes through an integrated process to identify and align all important factors, including defining personal excellence and leadership style, staging and goal setting for personal power, understanding personal preferences for getting work done, and driv-ing values for the work group. Participants also consider career and life vision, empowerment assets, expanding options, building vision, making wise decisions, claiming and using their own perspective, and taking action using their own style. (Includes Myers-Briggs instrument and the book Lifestyles). (Participants must register 3 weeks prior to this workshop).

Outcomes: Assess behavior to gain an awareness of your impact, increasing the capacity to lead and motivate others. Who Should Attend: Managers and SupervisorsApr 2-3 (DN) 8:30-4:30 $395 Upcoming Dates Aug 12-13 (DN), Oct 29-30 (DN)


March-April 2015 18


Managing Multiple Priorities •This practical seminar helps participants prepare for change in man-aging tasks, beginning with analyzing multiple assignments, identify-ing major priorities, determining what is important, and understand-ing payoffs versus priorities. Breaking out of “crisis management” is a goal of the class, providing tactics for handling a multiple workload and organizational tools to help keep focused. Also discussed are avoiding major time wasters and managing conflicting priorities or colleagues. Outcomes: Become more organized, make choices, gain cooperation from others, and prioritize to achieve results.Who Should Attend: Managers and Supervisors and others juggling multiple tasksMar 19-20 (DN) 8:30-4:00 $355Upcoming Dates Jun 4-5 (DN), Sep 24-25 (DN), Nov 19-20 (DN)

Matrix Team LeadershipParticipants learn how to matrix the team into a “living system” of relationships that encourages interconnected communication and interdependent leadership. The matrixed team radically redefines feedback, moves away from limiting roles, and promotes differences. The class covers an introduction of basic systems theory’s applied to human behavior, discussion of the team as its own living organism, how to matrix the team, and how group roles are assigned, assumed, and distributed among team members. Outcomes: Develop leadership skills to build the capacity toward a high performing team, using a systems theory model.Who Should Attend: Managers and supervisors responsible for leading teams.Apr 1-2 (DN) 8:30- 4:30 $345Upcoming Date Sep 30-Oct 1 (DN)

Motivating Employees from the Inside Out This workshop provides new insights and tools identify what moti-vates participants, and assess their motivation skills, and then deter-mining what motivates employees. Also discussed are what tactics and techniques succeed and why some reward systems fail. Research showing that “intrinsic” rewards enhance commitment and energize individuals to keep performing at their best will also be reviewed. Outcomes: Make jobs more meaningful and rewarding and create more positive outcomes for the organization and employee.Who Should Attend: Managers and SupervisorsMar 3 (DN) 8:30-3:00 $175Upcoming Dates May 6 (FC), Nov 5 (DN), Nov 18 (CS)

Orientation/Onboarding: Building a Positive Connection from Day One HRCI •In this class participants learn how to design a program that can en-gage new employees, increase job satisfaction, improve productivity and morale, and reduce turnover. Aligning program to business goals, creating a positive first impression, identifying key areas to cover, assigning roles and responsibilities, communicating for maximum impact, and evaluating program effectiveness are all covered in this session.Outcomes: Build on the initial enthusiasm of new employees and gain their long-term commitment.Who Should Attend: HR Professionals, Managers, and SupervisorsApr 9 (CS), Apr 29 (DN) 8:30-4:00 $175Upcoming Dates Oct 14 (DN), Dec 10 (CS)

Performance Management: Setting the Stage for Success HRCI •••This class provides the skills to manage employee performance as an ongoing process and ties the supervisory role to employee and organizational success. Participants learn the essential skills needed to set clear expectations and document key performance behaviors and results, as well as provide ongoing coaching and feedback to employees. Preparing and conducting the appraisal discussion for optimal results is also a part of this class. Outcomes: Manage employee performance as an ongoing process and tie it to employee and organizational success.Who Should Attend: Supervisors and ManagersMar 10 (AZ) 8:30-12:00, Mar 31 (FC) 8:30-4:00 $175Upcoming Dates May 13 (DN), Jul 15 (CS), Aug 19 (GJ), Aug 20 (GS), Sep 23 (DN), Oct 29 (AZ) (8:30-12:00), Nov 18 (DN)

Retaining and Engaging Employees: What Employees Really Care About HRCI •Participants learn to build effective programs and create an environ-ment that values employees by exploring the many factors involved in an employee’s decision to stay or leave. Factors considered include key engagement issues, organizational culture, hiring practices, em-ployee development, management practices, and total rewards.Outcomes: Develop effective engagement practices.Who Should Attend: HR Professionals, Managers, and SupervisorsApr 1 (DN) 8:30-12:00 $125Upcoming Dates Aug 6 (DN), Sep 3 (CS), Nov 3 (DN)

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Situational Leadership®: An Introduction to the SLBAII This half-day program offers the opportunity to explore a leader-ship theory by Ken Blanchard. Situational Leadership® II is a model for developing people. SLII® is a language, as well as a strategy, for providing the right amount of direction and support to the people you lead. The role of the Situational Leader, as a teacher and coach, is to challenge the people he or she works with to become increasingly self-motivated and self-directed. Situational Leaders provide an envi-ronment where people can learn; develop their skills, motivation, and confidence; share their talents; and contribute to the organization’s success. (Additional $80 per person materials and assessment fee)

Outcomes: Get started on the path to becoming a Situational Leader.Who Should Attend: Leaders at all levels of the organization.April 21 (GS), Apr 22 (GJ) 8:30-12:00 $125

Succession Planning: Are You Prepared? HRCI •Where would your organization be if you lost your key leaders? This half-day fundamental class will address some of the most important aspects of succession planning. By attending the class, participants will be able to develop a business case for succession planning, in-crease their knowledge about the types of succession plans, use tools to help identify leadership competencies, determine what kind of leaders the organization needs, and then identify high potential, agile learners.Outcomes: Understand the aspects of succession planning from attracting, retaining, and engaging critical talent.Who Should Attend: Individuals interested in succession planning and seeking the fundamentalsApr 27 (DN) 8:30-12:00 $125Upcoming Date Sep 21 (DN)

Supervision: Buddy to BossParticipants learn to develop their own management style and create relationships with employees to help guarantee success as a new leader. Discussed will be how to identify what has changed, what has stayed the same, and how the relationships with people are essen-tial to success. How to understand the steps for a smooth transition, recognizing and applying strengths and abilities, acknowledging the importance of establishing boundaries, and creating a culture of trust will also be covered.Outcome: Manage this difficult transition effectively.Who Should Attend: Anyone transitioning into a supervisory or manager role Mar 12 (DN) 8:30-4:30 $191Upcoming Dates Aug 21 (DN), Sep 24 (CS), Oct 16 (DN)

Supervision: Core Competencies •Thousands have enjoyed this MSEC program. The course begins with analyzing employee performance using the Mager-Pipe system, then explores leadership styles to better work with subordinates, teams, and peers. Participants learn to capitalize on employee engagement, set and communicate expectations, enhance listening, and practice delivering effective feedback. Outcomes: Put into action the tasks and interpersonal skills to motivate employees and achieve results.Who Should Attend: Managers and SupervisorsMar 10-11 (CS), Mar 19-20 (DN), Mar 24-25 (FC), Apr 1-2 (DN), Apr 9-10 (DN), Apr 28-29 (DN) 8:30-4:30 $295Upcoming Dates May 14-15 (DN), Jun 1-2 (DN), Jun 16-17 (DN), Jun 24-25 (CS), Jul 7-8 (DN), Aug3-4 (DN), Aug 20-21 (DN), Sep 3-4 (DN), Sep 21-22 (DN), Sep 30-Oct 1 (AZ), Oct 6-7 (DN), Oct 22-23 (DN), Nov 4-5 (FC), Nov 19-20 (DN), Dec 9-10 (DN), Dec 15-16 (CS)

Supervision: Your First 90 Days—How to SurviveThis is a great course for those new to supervision. In this hands-on course, participants explore the differences between managing and leading. A Supervisory Skills assessment is used to find gaps in select leadership skills, including guiding and organizing the work, develop-ing staff, and managing performance and relationships.Outcomes: Leave the class with an action plan to implement when returning to the workplace. (Participants use a “Supervisory Skills Assessment”)

Who Should Attend: New Managers and SupervisorsApr 21 (FC) 8:30-4:30 $175Upcoming Dates May 12 (DN), Oct 19 (DN), Nov 12 (CS)

Time Management for Managers: Creating Balance at Work and HomeBased on the latest concepts from Stephen Covey, David Allen, Don-ald Whetmore, and Julie Morgenstern, participants explore the con-nection between leadership, management, and time management. Participants then learn how to focus on activities on a daily basis to help reach these goals. Recognizing how time is spent by identifying top five personal time wasters, and discovering ways to control or eliminate them is explained. Outcomes: Focus on priorities, get organized, and stay on track by organizing yourself and others.Who Should Attend: Managers and SupervisorsMar 11 (DN) 8:30-4:30 $195Upcoming Dates Jun 25 (DN), Sep 16 (DN)

March-April 2015 20

The #1 ingredient for business success in the 21st century is leadership, so how we develop leaders is critical. People in leadership positions today must think outside the box and embrace transition. They need to learn new, relevant competencies that fit today’s challenges and today’s workforce. The Great Leader Series is a paradigm-shifting experience that will help leaders acquire the competencies needed to be key players in their organization’s future.

HOW GREAT LEADERS BUILD TRUST - February 10 Trust is critical to achieving powerful business results. In this course you will learn how to build high-trust organizations, teams, and relationships by exploring the “vital few” behaviors that build trust, deepening your awareness of how your leading impacts trust, and developing skills to enhance a climate of trust.

HOW GREAT LEADERS MOTIVATE AND ENGAGE EMPLOYEES - March19 Today’s employees are different, and their expectations are different. This course will challenge your assumptions about what motivates employees and give you new, vibrant and practical solutions for enhancing employee engagement and stimulating peak performance.

HOW GREAT LEADERS MANAGE THEIR EMOTIONS, ENERGY, AND OPTIMISM - April 23 A critical currency of great leaders is managing themselves—their emotional states, their energy, and their ability to remain calm under pressure. This workshop will help you manage your emotions and thoughts, increase your energy level, and respond intentionally and positively when faced with leadership challenges.

HOW GREAT LEADERS THINK AND ACT STRATEGICALLY - May 21 Successful leaders think and act in the future tense. This is a course on how to think strategically—all the time—using different modes of thinking. It will help you learn how to involve your teams in strategic thinking. You’ll learn how to think out of the box, by watching trends, thinking with a systems perspective, and thinking collaboratively.

HOW GREAT LEADERS MANAGE CHANGE AND INFLUENCE BEHAVIOR - June 18 In today’s business environment, change happens at breakneck speed, and leaders need skill and confidence in leading change initiatives. This workshop will challenge your assumptions about change management, and grow your ability to successfully plan and roll out a change, manage resistance, and engage employees in the process.

TIME8:30am – 4:30pm

COST$230 per course

$980 for all five courses

LOCATION MSEC Denver

1799 Pennsylvania Street Denver, CO 80203

REGISTER Call 800.884.1328

or go to MSEC.org


HR MANAGEMENT

Employee Handbooks: Revising or Developing HRCI •This seminar helps to develop a handbook reflective of an organiza-tion. Topics include the pros and cons of an employee handbook, preserving “at-will” employment, and reflecting the workplace culture. Also reviewed are an employee handbook versus a policy manual, what to include and what to exclude, appropriate style and language, and communicating and maintaining the handbook.Outcomes: Follow a clear process in order to develop or revise an employee handbook.Who Should Attend: HR Professionals responsible for the draft and upkeep of an employee handbookMar 12 (DN) 8:30-12:00 $125Upcoming Dates Jul 23 (CS), Sep 15 (DN), Dec 4 (DN)

Fundamentals of Human Resource Management: Key Steps in Getting Started HRCI •This seminar is for those solely responsible for the operations of Hu-man Resources, or as a refresher for professionals wanting to expand their knowledge. The role of linking human resources to business success is explored by examining recruiting and retention, orienta-tion, recordkeeping, HR measurement, performance management, employment law, compensation, and benefits. (Includes a copy of the MSEC Blue Book: Employment Law Resource)

Outcomes: Learn practical ways the Human Resource practitioner can contribute to the organization’s success. Who Should Attend: HR Professionals who are newer to the roleMar 18-19 (FC), Apr 28-29 (DN) 8:30-4:00 $355Upcoming Dates Jul 9-10 (DN), Sep 22-23 (DN), Nov 3-4 (AZ), Dec 9-10 (DN)

HR Metrics and Analytics: Focusing on what is Important HRCI ••Participants learn how to enhance HR’s value using data, statistics and analytics. In this session, participants will be provided with formulas and calculators and given the opportunity to apply measurement concepts to realistic business scenarios and problem solving activi-ties. In this way, those attending learn the importance of HR metrics, define measurement literacy, identify the right metrics, connect HR programs to productivity and profitability, and use data, formulas, and statistical tools to support strategy and drive change.Outcomes: Enhance HR’s value using data, statistics, and analytics.Who Should Attend: HR Professionals, HR Managers, and Business OwnersMar 19 (DN) 8:30-4:00 $175Upcoming Dates May 4 (DN), Aug 12 (DN), Oct 7 (GJ), Oct 8 (AZ), Oct 8 (GS)

HR Strategic Planning: Building Organizational Capability HRCI •In this hands-on class, participants learn to create an HR strategic plan. It begins by exploring how organizations compete; we then discuss how they define success, as well their mission, vision, values, goals, and business strategy. Throughout the class we outline how to create an HR strategic plan and appropriate means to monitor and measure plan progress. This includes understanding and evaluating the business environment, aligning and integrating HR and organiza-tional strategy, and analyzing current effectiveness and needs, Finally, problems are identified, and solutions are implemented.Outcomes: Create a plan to develop and sustain high performance that is in line with your organization’s mission, values, and goals.Who Should Attend: HR Professionals and Business OwnersMar 18 (DN), Mar 19 (AZ) 8:30-4:00 $175 Upcoming Dates Jun 3 (FC), Jul 21 (DN), Nov 3 (DN)

Webinar Series! Important Issues in Human Resources—It’s Complicated: Medicare and Employer Health PlansReaching age 65 is an important milestone for many employees—whether they are retiring or not. Employees need details about their employer-provided coverage to help them make their Medicare choices. With 52% of Americans working past age 65, more compa-nies are taking steps to coordinate their health care coverage options for employees who are eligible for Medicare. Attend this timely we-binar to get the latest information to help your employees navigate through the complexityOutcomes: Guide your employees through Medicare with confidence. Who Should Attend: HR staff and Benefit ManagersMar 11 12:00-1:00 MDT $159 ($447 per line for 3 sessions)

International Expansion: New Country Start-up Tool Kit HRCI

If you are looking to expand outside of the U.S., you need to be equipped to address the complexity of business, legal and HR issues. Using the employee life cycle (staffing, compensation, benefits, performance management, termination) this class will provide both the strategic and tactical framework required in order to operate in a foreign market, and help think through the major issues such as: regis-tering to do business; taxation; choosing local nationals or expatriates; and what else to know and how do I get started.Outcomes: Understand the strategic and tactical framework required in order to operate in a foreign market. Who Should Attend: Those in companies looking to expand beyond the borders of the U.S.Mar 24 (DN) 8:30-4:00 $175Upcoming Dates Aug 26 (DN), Oct 20 (FC)


March-April 2015 22

HR MANAGEMENT

Interviewing and Hiring I HRCI •••This session is a step-by-step approach for planning, conducting, and evaluating a structured, behavioral interview. This interactive format combines lecture, video, exercises, and discussion. Participants follow an interview plan, analyze applications, conduct behavioral interviews, and select the best candidate.Outcomes: Ask effective, legally-compliant questions.Who Should Attend: HR Professionals, Managers, and SupervisorsMar 24 (DN), Apr 17 (DN) 8:30-4:00 $175Upcoming Dates May 5 (GJ), May 6 (GS) Jun 3 (DN), Jul 22 (DN), Aug 6 (FC), Sep 11 (DN), Oct 6 (DN), Nov 19 (DN), Nov 19 (AZ) (8:30-12:00)

Performance Appraisal Design: A Strategic Approach for Improving Results HRCI •This class provides tools to define, develop, and implement a custom-ized performance appraisal program. Participants learn a system focused on individual and organizational efforts to achieve success. A step-by-step toolkit is provided to design the system, including the form. Assessing the culture and business context and integrating performance appraisal is also covered.Outcomes: Link employees’ performance to business goals.Who Should Attend: HR Professionals, Business Owners, Managers, and SupervisorsApr 3 (DN) 8:30-4:00 $175Upcoming Dates Jul 17 (DN), Nov 4 (DN)

PHR-SPHR Certification Study Program Boot CampMSEC’s interactive study courses assist in preparing for the exam. The employment attorneys and HR professionals are all subject mat-ter experts. Study materials include SHRM Learning System’s study guides on CD, on-line discussion groups, and thousands of practice test questions with explanations.Outcomes: In a concentrated time period, obtaining knowledge and information sufficient to take the PHR or SPHR exam successfully.Who Should Attend: HR Professionals interested in obtaining their HR CertificationApr 20-24 (DN), Apr 20-24 (CS) 8:30-4:30 $1,395Upcoming Dates Nov 16-20 (DN), Nov 16-20 (FC) (Mon-Thur 8-5, Fri 8:00-12:00)

NEW! Practical Tools for Managing the Termination ProcessTerminating the employment relationship and conducting the termi-nation meeting are two of the most difficult responsibilities manag-ers have. This session guides you through the process of preparing for and conducting an involuntary termination to promote the best interests of your organization, while preserving the dignity of the employee.Outcomes: Learn to handle a termination using best practices.Who Should Attend: Supervisors, managers, and HR professionalsMar 17 (DN) 8:30-12:00 $125Upcoming Dates May 21 (DN), Aug 25 (DN), Sep 9 (AZ), Oct 16 (DN)

Recordkeeping for Human Resources HRCI ••Participants learn why records are kept, what is kept, and for how long. The practical management of records is covered, along with regula-tory and administrative concerns. Also included are whether to go paperless, and what should be kept or discarded.Outcomes: Simplify the recordkeeping process at your workplace. Who Should Attend: HR Professionals who work with records on a daily basisApr 30 (AZ) 8:30-12:00 $125Upcoming Dates Jun 2 (DN), Aug 5 (CS), Sep 4 (DN), Nov 12 (DN)

NEW! SHRM Study Program Participants in this five-week study program will prepare for the SHRM-CP or SHRM-SCP certification alongside MSEC staff taking the exam. (Cost includes materials.)

5 weeks, Mar 30, Apr 6, 13, 20, & 27 $575 (for all 5 sessions) (DN) 6:00pm-9:00pm

Writing Effective Job Descriptions HRCI •This practical hands-on program guides participants from the job analysis to completed job descriptions. Participants learn valuable tips and tools that can be used back in the workplace including how to present the advantages of accurate, updated job descriptions, tech-niques to conduct a job analysis and develop a job description, and legal compliance with ADA, FLSA, and EEOC.Outcomes: Create effective job descriptions for hiring.Who Should Attend: HR Professionals and ManagersMar 4 (DN) 8:30-12:00 $125Upcoming Dates Mar 4 (DN), Oct 7 (DN)

23 March-April 2015

Let our 76 Years of EXPERIENCE

Work for YouLet MSEC be your partner! MSEC’s HR Professional Staffing ensures you’ll get exactly the help you need to get the job done. Our seasoned professionals specialize in all human resource matters and are equipped to handle multiple HR responsibilities across various industries and organizations regardless of size.

THERE IS NO CONTRACT.

THERE IS NO MINIMUM NUMBER OF HOURS.

WE HAVE 75 YEARS OF EXPERIENCE IN HELPING MAKE EMPLOYERS SUCCESSFUL!

WE’LL GIVE YOU THE HELP YOU NEED.

Tell us what needs to be done. We’ll work with you to determine the best approach and help you decide what resources you need to complete the job. We have managed entire HR departments, helped staff HR departments or been the HR department. If it’s an HR job, most likely we can help.

WE WILL WORK WHERE YOU NEED US.

Our HR professionals can work onsite, offsite, or a combination of both. You determine what fits best in your organization.

For more information on how we can support your HR needs, contact Outsourced Consulting Services Department at 800.884.1328 or email [email protected].

March-April 2015 24

Team Contour™: Why Measuring Individual Performance Isn’t EnoughWhy Team Contour™?

While organizations have done a better job of assessing individual performance through 360 degree assess-ment and comprehensive performance appraisal, team performance is rarely measured. Teams are expected to work together effectively and collaboratively, yet they rarely receive feedback about how well they are operating as a collective unit, or whether they are meeting stakeholders’ expectations.

Team Contour™:

- Delivers an in-depth 360 degree picture based on proven team competencies including team actions, leadership, relationships, and mindset

- Provides a comprehensive, survey-based approach to team assessment

- Helps teams address the right issues

How does it work?

The Team Contour™ tool evaluates teams across five areas essential to team effectiveness. Results of the assessment are benchmarked against top performing teams and differentiate between top, middle, and low performing teams.

Benefits

In-depth assessment helps teams address challenges, capitalize on strengths and identify strategies for improving team performance and functioning. With comprehensive feedback from key stakeholders, the team leader and each other, teams can reduce blind spots and take action for maximizing effectiveness.

Call 800.884.1328 for more comprehensive information. Or visit MSEC.org

Team Contour™ is a 360 team assessment tool powered by The Trispective Group LLC © 2015


* Held at the DTC Critical Systems Training Center location. ** Virtual class All other classes will be held at Downtown Denver Mission Critical Systems Training Center. See 2014 Training Catalog for addresses.

MISSION CRITICAL TECHNICAL TRAINING

Our partner, Mission Critical, has a variety of technical courses for all skill levels. Register at MSEC.org

MARCHMarch 4 Project 2013 Basic $350 8:00am-4:00pm

March 5 Excel 2013 Basic $179 8:00am-Noon

March 5 Excel 2013 Intermediate $179 1:00pm-5:00pm

March 9 Excel Advanced $179 1:00pm-5:00pm

March 9 PowerPoint 2013 Basic $179 8:00am-Noon

March 18 Word 2013 Advanced* $179 8:00am-Noon

March 24 Excel 2007/2010 Charts & Pivot Tables* $179 8:00am-Noon

March 24 Excel 2013 Basic* $179 8:00am-Noon

March 25 Excel 2013 Intermediate* $179 8:00am-Noon

March 25 PowerPoint 2013 Intermediate* $179 1:00pm-5:00pm

March 27 Excel Advanced* $179 8:00am-Noon

March 30 SharePoint 2013 Level 1* $350 8:00am-4:00pm

March 31 SharePoint 2013 Level 2* $350 8:00am-4:00pm

APRILApril 3 Project 2013 Advanced $350 8:00am-4:00pm

April 6 Excel 2013 Basic* $179 8:00am-Noon

April 7 Access 2013 Basic* $350 8:00am-4:00pm

April 8 Excel 2013 Intermediate* $179 1:00pm-5:00pm

April 9 Excel Advanced* $179 8:00am-Noon

April 9 Word 2013 Intermediate* $179 1:00pm-5:00pm

April 14 Project 2013 Basic* $350 8:00am-4:00pm

April 15 Excel 2013 Pros: Managing Databases* $350 8:00am-4:00pm

April 20 Excel 2013 Charts and Pivot Tables* $179 8:00am-Noon

April 20 PowerPoint 2013 Advanced* $179 1:00pm-5:00pm

April 21 Excel 2013 Basic $179 8:00am-Noon

April 22 Excel 2013 Intermediate $179 8:00am-Noon

April 22 Excel Advanced $179 1:00pm-5:00pm

April 23 Access 2013 Intermediate* $350 8:00am-4:00pm

April 27 Access Boot Camp* $350 8:00am-4:00pm

March-April 2015 26

8th Annual Colorado Culture of Health Conference

The Evolution of Whole Health

April 9, 2015 | Sheraton Downtown Denver

The Colorado Culture of Health is the premier conference for employers and health professionals to learn about evidence-based wellness programs and

how to shift their worksite culture to promote employee health and wellbeing.

This year we have three well known keynote speakers and we will offer 19 diverse breakout sessions addressing a variety of healthcare issues.

For a sneak preview go to msecmatters.msec.org

www.coloradocultureofhealth.org

Please register by email at [email protected], or call 800.884.1328

Members of MSEC or CBGH

$149 per person or $139 per person for 3 or more attendees from one company

Non-Members

$169 per person or $159 per person for 3 or more attendees from one company

PRSRT STDU S POSTAGE

PAID DENVER, CO

PERMIT NO. 5521799 Pennsylvania StreetDenver, CO 80203MSEC.org

It takes strong leadership, a decisive game plan, motivated team members and a shared vision to produce a championship team. The 2015 Public Employers Conference for governmental employers will explore topics that will provide information, tactics and plans that will help you guide your team to success in 2015.

Keynote Address “None of Us is Smarter Than All of Us“ -Ed McCaffrey

General Sessions Leadership—Coaches & Quarterbacks: How Effective Leaders Self-Regulate to Victory Technology—Using Technology to Improve Your Game Plan Legislation and Case Law Update—Keeping Penalties to a Minimum

Breakout Sessions Performance Management –Optimizing Your Team’s Performance Conflict Management—Maintaining a Level Playing Field Ill Worker—Managing Your DL and Injured Reserve

Cost $179/members (includes lunch) $139 per person for groups of 3 or more from the same organization $219/non-members

To register, call 800.884.1328 or visit MSEC.org

March-April Training Guide 2015

Documents

msec classes

focus msec

cover msec

different certificate

orgcertificate programs

training guides

training catalog

convenient training