Mandatory Training Policy
Training is being mandated for
three supervisory groups. Supervisory Group 1 is comprised of job titles which have an Organizational Control rating of 5 or 6 in the Louisiana factor evaluation system; Supervisory Group 2 is comprised of those with an Organizational Control rating of 7 or 8; and Supervisory Group 3 is comprised of those with an Organizational Control rating of 9 or higher. NOTE: Not all jobs with an organizational control rating of 5 or higher appear in these groups. Jobs that were identified as having functional or regulatory supervision, rather than direct supervision of incumbents, have been excluded.
The Mandatory Training Policy appears below. Attached is a class chart showing the classes required for each Supervisory Group.
Minimum Supervisory Training Requirements
Class Schedules
AGENCY RESPONSIBILITIES
Agencies are responsible for ensuring that employees in each Supervisory Group are granted reasonable periods of time to obtain the required training, and that training time is made uniformly available to all employees in each Supervisory Group. Failure to make time available uniformly to all employees in a Supervisory Group will be considered an agency violation of Rule 7.4(f).
Agencies are responsible for making the required training known to all employees in an affected job title. It is highly recommended that the required training be included as a performance expectation for at least one, if not more, performance factors in the PPR planning document.
Agencies are also responsible for designating an individual within the organization who is granted authority and responsibility for directing employees to the appropriate courses for the employee’s job in those instances where choices are allowed within the required training. Each agency shall make written notification to the Department of State Civil Service stating the name, business address, business phone number and e-mail address of the individual designated for this responsibility, no later than September 1, 2002.
EMPLOYEE RESPONSIBILITIES
Employees are responsible for attending the training for which they are scheduled and for making reasonable notification prior to the training date to the agency Training or CPTP Coordinator when scheduled training must be cancelled. When at all possible, cancellation notice shall be rendered at least five (5) working days prior to the training date to allow sufficient time for substitutions to be made.
TRANSITION PERIOD
The mandatory training transition period shall begin the effective date of this policy (July 1, 2002) and shall continue for three years, through June 30, 2005). An employee eligible for the "transition period" has until June 30, 2005, to obtain the required training for the supervisory group that he occupies on July 1, 2002.
- EMPLOYEES COVERED BY THE TRANSITION PERIOD
The transition period shall apply to employees who occupy an affected job on July 1, 2002, and it shall apply to these employees as long as the employees occupy a position in the same supervisory group as that occupied on July 1, 2002. The transition period shall NOT apply to employees who are hired into an affected position after July 1, 2002; those employees shall be governed by the regular provisions of this policy, stated below in this Circular. Employees who are covered by the "transition period" are not required to obtain the training required for any supervisory group which is lower than the group occupied on the effective date of the policy.
- PROMOTIONS and REALLOCATIONS DURING TRANSITION PERIOD AND EFFECT ON TRANSITION PERIOD COVERAGE
There are no prohibitions on promotions or reallocations. An employee who is promoted (or whose position is reallocated) to a job in a higher supervisory group shall complete the training requirements for the supervisory group he occupies after the promotion or reallocation, as well as the supervisory group he previously occupied. These employees shall have three (3) years from the effective date of the action to complete the required training.
REGULAR PROVISIONS OF THE POLICY
Employees who are hired or promoted, after July 1, 2002, into a job affected by this policy shall have three (3) years from the date of appointment to meet the mandatory training requirements for the supervisory group to which the job has been assigned.
- SPECIAL PROVISIONS FOR EMPLOYEES WHO "SKIP" ONE OR MORE SUPERVISORY GROUPS
An employee who promotes from a job in Supervisory Group 1 to a job in Supervisory Group 3 (skipping Supervisory Group 2), OR an employee who is hired or promoted into a job in Supervisory Group 2 or 3 without ever having held a job in a lower supervisory group, must meet the training requirements for the current job as well as all lower Supervisory Groups. Such employees shall be granted four years from the date of appointment to meet the mandatory training requirements.
- EFFECT OF JOB CORRECTIONS, JOB RE-EVALUATIONS AND REALLOCATIONS
For purposes of this policy, an employee affected by any action which places him into a job which is on or added to one of the Supervisory Groups on this list shall have three years from the effective date of the action (or the effective date the job was added to this list) to complete the required training for the supervisory group to which the job is assigned.
EFFECT OF NOT MEETING THE TRAINING REQUIREMENTS DURING THE ALLOWED TIME PERIOD
An employee who has not met the mandatory training requirements within the allowed three (3) year time may be disciplined in a manner consistent with the policies of the employing agency or may be separated in accordance with the provisions of Civil Service Rule 12.6(b).
EXCEPTIONS TO THE TRAINING REQUIREMENTS
If an agency has its own mandatory training program, the agency may apply to the CPTP Policy Board to have its course(s) substituted for one or more of the courses listed in this policy or may apply to have its training program as a whole substituted for the training mandated in this policy. Each request must include sufficient information to enable the CPTP Policy Board to determine that the agency’s courses or training program provide appropriate training for the jobs for which the exception is being requested. Approved substitutions shall be reported to the Civil Service Commission.
- INDIVIDUAL EMPLOYEE EXCEPTIONS
An employee may apply to the CPTP Policy Board for approval of a substitution of education, experience and other training for CPTP courses.
Employees who have earned the Certificate in Supervisory Techniques (CST) shall be considered as having met all training requirements for Supervisory Group 1 and Supervisory Group 2. Employees who have earned the Certified Public Manager (CPM) designation shall be considered as having met all training requirements for all three Supervisory Groups.
MANDATORY TRAINING REQUIREMENTS
from C.S. General Circular 1473
- Supervisory Group 1 updated
7/16/2002
These training requirements may be replaced by an agency-specific training
program upon approval of that program by the CPTP Policy Board.
Jobs with an organizational control rating of 5 or 6-
5.5 to 8.5 days of training required.
- CLASS #1: PPR for Supervisors (1 day)
Participants who completed PPR Train the
Trainer – HRP012
OR
PPR Refresher – HRP014 are considered to have met the requirement
-
CLASS #2: The agency and employee may choose one of two classes to satisfy this requirement. The choices are:
Key Elements of Civil Service Disciplinary Actions - HRP005 (1 day)
OR
Documenting for Performance & Discipline HRP006 (1 day)
-
CLASS #3: Civil Service Rules (2 days) –The agency and the employee may
choose two of the following three classes to satisfy this requirement.
Common Myths that Impact Good Supervision – HRP026 (1 day)
Controlling Absenteeism & Tardiness in State Govt. – HRP027 (1 day)
Civil Service Essentials for Being an Effective Supervisor – HRP028 (1 day)
OR
Civil Service Rules & Regulations for Supervisors – HRP016 (2 days –
discontinued in 2001, but participants who completed this class prior to that
date are considered to have met this requirement)
-
CLASS #4: Developing a Motivated Workgroup – MGT114 (1.5 days)
OR
Any of the following 3 options will satisfy this
requirement:
Effective Supervisory Practices, Part 1 – MGT001 (4
days)
OR
Level 1—MGT100 (4 days – discontinued in 1999,
but participants who completed Level 1 prior to that date are considered
to have met this requirement)
OR
All 3 of the Level 1 Modules (4 days, discontinued in
2000, but participants who took all 3 modules are considered to have met
this requirement)
Fundamentals of Leadership – MGT102; and
New Employee Orientation – MGT103; and
Effective Performance Management – MGT104
- Supervisory Group 2 updated
5/22/2002
These training requirements may be replaced by an agency-specific training
program upon approval of that program by the CPTP Policy Board.
Jobs with an organizational control rating of 7 or 8- Between 4.5 and 5.5 days required, depending upon choices made.
- CLASS #1: Conducting an Effective Job Interview
MGT142 (1.5 days)
- CLASS #2 & CLASS #3: The agency and the employee may choose two of four courses to satisfy these requirements. The choices are:
Improving Employee Performance through Coaching --
MGT123 (1.5 days)
Effective Problem Solving -- MGT133 (1.5 days)
Participants who completed Management in State Government Level III
-- MGT300, OR the Level III Module, Leading Problem Solving Groups --
MGT302 (both discontinued in 2000) are considered to have completed
Effective Problem Solving
Building Better Performance Through Employee Skill
Development – MGT302 (2 days)
Managing and Improving Work Processes – MGT135 (2
days)
- Supervisory Group 3 updated
5/22/2002
These training requirements may be replaced by an agency-specific training
program upon approval of that program by the CPTP Policy Board.
Jobs with an organizational control rating of 9 or
higher- Between 3.5 and 5.5 days required, depending upon choices made
SUPERVISORY GROUPS
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