Supervisor 101 training helps new supervisors start off on the right foot

By Molly Rosbach on Oct. 29, 2024
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Supervisors listen to a PowerPoint presentation during Supervisor 101 training.

In Supervisor 101, a training series started by University Human Resources this fall, new supervisors are given an in-depth overview of the legal and managerial responsibilities their positions entail, along with opportunities for small-group discussion.

Expanded training for supervisors is an investment in the overall health of the university and its employees, said Carolyn Warfield, director of academic HR strategies and one of the lead trainers.

“Direct supervisors are the most important reason why people stay or leave a job,” she said in an Oct. 11 training. “Companies that invest in their supervisors benefit from higher employee engagement and retention rates, and individuals with skilled supervisors report reduced stress, reduced work-life conflict and improved engagement and creativity.”

Supervisor 101 is part of a two-course series for new supervisors, managers and lead workers, offered once a month in person and once a month remotely. Supervisor 102 is offered monthly as a remote option. In the future, UHR plans to offer Fundamental Refresher courses for experienced supervisors. The training is encouraged for supervisors to complete within their first 30 days on the job, though all supervisors are welcome.

Supervisor 101 brings together new supervisors from all across the university, with attendees seated in small groups. Throughout the three-hour session, they are given time for small-group discussion about topics like which traits make a good or bad supervisor, and what to do in workplace conflicts that might arise over issues such as employee timecards or accommodations.

UHR trainers provide detailed explanations of a few key components of supervisory roles: what OSU expects of supervisors, employment law and labor agreement basics and culturally responsive supervision.

The overall responsibilities of supervisors at Oregon State are to create inclusive and equitable environments, develop employees via coaching and feedback, and facilitate positive team environments that foster engagement and retention. On the more practical side, Warfield said, supervisors need to be familiar with employee resources and make sure employee timesheets are accurate and turned in on time so employees receive their paychecks in a timely fashion.

The training also directs supervisors to the offices and people on campus that can provide specific expertise on complex or nuanced employment topics. Participants are given a supervisor resource guide called the “yellow pages.”

For example, AskHR has a line open 8 a.m.-5 p.m. every business day to either answer questions or find the right person to ask (541-737-3103). The Office of Equal Opportunity and Access (EOA) can answer questions around discrimination, protected statuses and accommodations for disability. Heidi Melton in the Division of Finance and Administration wants to know about all workplace accidents and near-misses for workers compensation claims.

“You have a responsibility in ensuring these laws and policies are understood and upheld, and there are units on campus available to help you navigate these laws,” said Christina Schaaf, the work life coordinator in University Human Resources.

Ben Davis, director of marketing and communications in the College of Agricultural Sciences, said the training was surprisingly helpful.

“I learned about resources I didn’t even know existed, and where to find them,” said Davis, who attended the Oct. 11 session. “Plus, they made it about as fun as a three-hour HR training can be.”

In addition to ensuring quality supervision for employees, Warfield said the goal of the training is to remind supervisors they have resources available.

“You’re not in this by yourself,” she said. “No matter what kind of supervision you’re doing, someone is in it with you, and we’ll help you.”