This course is designed to familiarize human resources professionals with the various stakeholders ranging from state management, labor unions, and the Public Employment Relations Board, and beyond in the labor relations community and their roles as established by either legislation or function of their position. This course will also provide an overview of how those roles are typically displayed in the increasingly growing area of joint labor management committees (JLMCs).
This presentation discusses the interaction frequently required between various department experts and divisions to identify and address the variety of problem areas that may be presented in a workplace complaint or grievance.
This course is designed to introduce the human resources practitioners to the state’s labor relations field. Specifically, attendees will learn about the scope, obligations, and intent of State Employer-Employees Relation Act, otherwise known as the Ralph C. Dills Act. This course will discuss the design of the Ralph C. Dills Act that lays the foundation and governs the employer-employee relationship, and provides the authority to establish the various memoranda of understanding and ultimately assist in the maintenance of labor peace.
State Personnel Board (SPB) and the California Department of Human Resources
(CalHR) recently partnered to expand the scope of compliance reviews to include
more operational personnel practices both merit and non-merit related. During this one hour workshop, you will learn
about the compliance review process and the new personnel operations under
review in 2017. As state HR
professionals, the information provided in this workshop will enable you to be
more prepared to respond to future compliance reviews and to potentially
improve upon, or address, departmental policies and/or processes before
compliance reviews are conducted.
are Merit Appeals? What information does
my Department need to provide when an appeal is filed? How can these appeals impact my
Department? These questions and many
more will be answered in this overview of Merit Appeals, which will include
everything from how Appellants file appeals, the types of appeals covered under
Merit Appeals, and the SPB’s process in adjudicating these types of
appeals. If you are involved in any part
of the selection process, from constructing examinations to hiring, you will
benefit from this presentation.
This session will provide information to assist departments
in hiring people with disabilities including updates and changes related to the
Limited Examination and Appointment Program.
The State Personnel Board (SPB) will discuss recent regulation changes
and information will be provided about the new state internship program for
people with developmental disabilities.
Interested in what your department can do to
effectively manage your workers’ compensation liabilities? This session will explore the steps that the
employer can take to reduce the impact of workers’ compensation claims on your
than any other generation, the 80 million millennials in America have become
the focus of countless books, blogs, and speaking engagements tackling how to
manage, recruit, and connect with this latest group of people joining the
workforce. Most of this information is not only incorrect and misguided but can
also cost you talented employees. In this eye-opening examination of managing
four generations of employees, Jessica Kriegel and Amanda Blackwood will
illustrate how unconscious bias can affect interpersonal dynamics as it
pertains to an intergenerational workforce.
Course information coming soon.
Lean Six Sigma was implemented to serve as the vehicle for streamlining our processes and procedures. This class will provide an overview of the Selections Division as well as give information on future changes. Selections is thinking outside of the box in an effort to come up with innovative ways to streamline our processes, improve customer service and promote stronger partnerships with Departments for their examination needs. Join us to learn more!
structure, people, and programs of our shared work spaces change and evolve
along with the social, political, and cultural landscape of the region.
Learning how to incorporate inclusive and equitable language and practices
within the work environment helps to strengthen teams, relationships, and
Now more than ever state organizations realize they
need to be strategic in their approach to build and sustain a talented and
diverse workforce. In March of this year, CalHR issued a new policy requiring
state organizations to have strategic workforce plans. At this session,
you will learn how CalHR partners with state organizations to help them create
workforce plans in compliance with the new policy. More importantly, this
new innovative process helps organizations proactively identify and address workforce
issues impacting current and future business operations. If your
organization seeks to develop a workforce plan, you won’t want to miss this
The Civil Service Improvement (CSI) Project identified the Upward Mobility Program as an important initiative. Each department is mandated by the Government Code to have an effective Upward Mobility Program. CalHR recently published new Guidelines for Administering Departmental Upward Mobility Programs and an HR Policy Statement that provides policy guidance to ensure departments meet the program mandate. This session will explain the requirements for administering an effective program and the link between Equal Employment Opportunity and Upward Mobility.
succession plan is a critical and
necessary component of a workforce plan.
The succession plan ensures you have a deep bench of well-qualified
candidates to fill critical leadership positions within your organization. The succession plan itself, however, is only
as good as the strategy you use to implement the plan. At this session we will guide you through a
process to create your own internal succession planning program so that your
efforts result in a more capable workforce.
You will also hear how others are preparing employees to successfully
serve in senior leadership positions within the organization.
CalHR’s new leadership training policy, and the new
leadership training requirements prescribed by changes to Government
Code section 19995.4, have put renewed focus on leadership
development. As your organization
considers how to comply with these new requirements, you won’t want to miss out
on hearing about the latest statewide leadership development strategy. At this session you will learn about the
innovative approach CalHR is using to design new statewide leadership training
programs that will enable your leaders to be more successful at delivering
results for your organizations and all Californians. Let’s do more than meet the new training
requirements, let’s create great leaders in state service!
NxtGov will facilitate an interactive workshop that
will apply user centered design to reimagine the way we onboard new employees.
NxtGov is a professional organization of future and current CA Public Servants
looking to connect with peers, grow professionally, and partner with other
sectors to improve how we serve our state and how we can best support one another. Welcoming
New Employees through Orientation and Onboarding.
with high engagement out-perform those with low engagement, and engagement
continues to be of interest to leaders and HR professionals. Unfortunately, much of the time and energy
spent on engagement is often focused on developing surveys for employees. A new statewide effort will help you simplify
engagement surveys so you can focus more time and attention on addressing
survey results. Join us in this session
to learn how CalHR is working to make it easier for you to administer an
engagement survey and, more importantly, connect your survey results to
actionable steps to improve your organization’s performance.
state employees spending most of their waking hours at work, workplace wellness
has become increasingly critical to the State of California. Workforce health
not only impacts health care costs, but also organizational effectiveness and
operational costs. Employers that implement the Healthier U approach will be
investing in and engaging with their employees to create and sustain a culture
of worksite health in their organization. Healthier U engages all levels of the
organization through a collaborative Labor-Management partnership and creates
leadership development opportunities for department employees.
course will discuss successes and obstacles to creating successful employee
recognition programs. Existing programs
will gain potential additions to their programs, and departments without
programs will gain building blocks to develop employee recognition programs.
what CalPERS, Savings Plus, and ScholarShare can do to help your department’s
employees prepare for their financial future. CalPERS retirement and health
benefits are offered to nearly every state employee, but is that enough? It is
important that both you and your employees understand pension benefits, how
they are calculated, and how to determine if that will be enough. Savings Plus
offers a way for state employees to supplement their income in retirement and
help them to be financially fit. This presentation will illustrate how important
it is for both you and your employees to be aware of the impact Savings Plus
can have on your retirement future. Savings Plus can assist HR personnel by
making the process easier to get employees off to a great start. Additionally,
ScholarShare, the state’s 529 college savings plan can serve as an important
tool for your employees as they plan and save for their loved one’s future
higher education costs. ScholarShare can also assist HR personnel by providing
their employees with resources to educate them about saving for college.
Department of Human Resources in collaboration with the State Personnel Board,
and the Department of Rehabilitation, sponsored the Joint Project to Increase
the Employment of Persons with Disabilities in State Government. The
project explored three main areas:
Hiring, Promotion and Retention, Re-engineering the statewide Disability
Survey, and Reasonable Accommodation. An overview of the recommendations and
updates on implementation will be discussed.
A presentation of ECOS and how it has changed
HR, and will continue to transform HR teams throughout the State of
California. Learn how your HR shop can
embrace and capitalize on these changes to transform into an HR Super Team,
being equipped to provide the best HR services California has to offer!
tips from an interactive panel on how to maximize your performance, and a
team’s performance, by adopting a coaching mindset. We will identify skills
needed to establish and maintain a coaching environment that is
sustainable within your daily routine, understand how coaching complements
supervision, and how to avoid common coaching mistakes. You will leave this
session with an enhanced understanding on how to coach across the
organizational structure, the power of competency-based coaching and future trends
in performance evaluation.
of the scope of class consolidation, the benefits of consolidation and how its
pivotal to true civil service improvement , and what it means for applicants,
employees and departments in the coming months ahead.
Does your organization struggle to attract job
candidates from specific occupations, demographics and/or with certain skill
sets and competencies? Do you want to try new creative focused
recruitment strategies but aren’t sure what you can or can’t do? If you
answered yes to these questions, you are not alone. Join us at this
session to learn about the innovative focused recruitment strategies some state
organizations are using to achieve their recruitment goals. This
interactive panel discussion will teach you how to tailor your marketing
approach and leverage your internal resources to attract the talented and
diverse workforce you seek to hire. Make your organization, and the
state, the “Employer of Choice” in California for all occupations and
leaders and analysts work together it is a very powerful workforce combination.
State leaders are accountable to deliver results and they know they need strong
analysts to help produce those results. In this session, you will
learn how to build partnerships between your leaders and your analysts that result
in improved individual and organizational performance. If you are a
leader or HR professional that seeks to improve performance in your
organization, you won’t be disappointed with what you will take away from this
During this one hour workshop you will experience how to engage teams by empowering them in the development of value processes that drive out waste while creating a more engaging work environment. As HR professionals, you play an integral role in helping organizations to deliver customer value and Lean is a powerful tool to support your efforts. Join us at this session and get educated by the top “Leaniacs” in state service and leave with:
Job/process map templates
Working definitions of Value, Business Necessary, and Non Value Add
Techniques to bring people, processes and technology together
Metrics for building an engaged and results oriented team
In recent years, we’ve seen a new type of organization
flourishing in spite of massive technological and societal changes. The
Agile Organization. An agile organization creates value by engaging its
workforce to be highly productive (stable) yet reconfigurable (dynamic) in the
midst of a complex and unpredictable business and political environments.
Join a discussion by McKinsey & Company to learn about the five trademarks
of an agile organization and the required, fundamental mindset to shift
Is it possible to have a gender pay gap in state
government? The answer is yes and the reason is largely because there are
more males than females working in the state’s higher paying job
classifications. At this informative session you will learn more about
the contributing factors to this statewide workforce challenge, and you will
leave with strategies to help you identify and address the gender pay gap in
Come learn about the exciting new statewide Human
Resource Information System Enterprise Roadmap for the State of
California! The California Department of Human Resources, California
Department of Technology and the State Controller’s Office are partnering to
bring to life a strategic Enterprise Human Resource Automation Roadmap that
will outline statewide automation initiatives underway and planned to support
human resource processes and practices within State Departments, and will
delineate short term and long term plans at the Department level and at the
Do you find yourself saying “no” to your programs when
they ask for HR solutions that are impossible? Are you frustrated
when hiring managers bring solutions to problems that are difficult to
effectuate? Please join us in a lively discussion about how to
influence your organization’s leadership to bring you – the HR professional to
the table to help problem solve and come up with workforce solutions that make
sense. HR leaders have much to contribute to their organizations
statewide but are frequently involved late in the game when solving workforce
problems. By participating in this session, our hope is that you will
leave with tools and strategies on how to “get to yes” and be seen as a key
leadership partner in your organization.