Accountability Best Practices

Training

• Dept. of Transportation and Development
  (Report issued January of 2004)
  Contact Person: Deidre Adams, Human Resources Director
  (225) 379-1259  

  HQ HR Dept. provides an on-site interview evaluation service to interviewing supervisors through which the managers/supervisors are observed during the interview process.  Interviewers are provided formal written feedback identifying good interviewing techniques, as well as areas needing special focus or improvement.

• Dept. of Transportation and Development
  (Report issued January of 2004)
  Contact Person: Deidre Adams, Human Resources Director
  (225) 379-1259

  As DOTD managers are placed in positions having appointing authority status, the HQ HR Dept. offers a half-day training program to introduce these individuals to the HR staff and to the HR programs and to guide them through human resources procedures.

• Dept. of Transportation and Development
  (Report issued January of 2004)
  Contact Person:  Deidre Adams, Human Resources Director
  (225) 379-1259 

  In order to focus HR functions on the needs of DOTD mangers/supervisors, HQ HR Dept. conducts annual needs assessment surveys consisting of standard questionnaires which are submitted to all district/section heads and division directors to determine areas that need attention during the following fiscal year.  The results of the survey are summarized and submitted to the Standing Committee on Human Resources for review, prioritization, and ultimate approval of the Secretary.  HQ HR Dept. then develops and carries out unit work plans to meet the needs of its internal customers.  At the end of each fiscal year, a summary of accomplishments is provided to DOTD’s top management.

• Dept. of the Treasury/Teachers’ Retirement System of Louisiana
  (Report issued October of 2003)
  Contact Person:  Trudy Berthelot, Human Resources Director
  (225) 925-4564 

  The HR Director facilitates a mandatory in-house training of supervisory staff on the “Ten Danger Zones for Supervisors,” which incorporates Civil Service Rules and procedures in addition to TRSL policies and procedures.  Through use of a training guide, videotapes, and supplemental materials, the ten segments teach supervisors how to treat employees consistently and fairly throughout the employment relationship.

• DHH/OCDD – Program Office
  (Report issued September of 2001)

  Contact Person:  Ethel Stagg , Human Resources Director
  (225) 342-6796

   

  The OCDD Program Office has established for the  direct care supervisors at its various statewide facilities the OCDD Direct Support Professional Supervision Certification Program, which consists of mandatory courses in supervisory techniques.

• DHH/OCDD Peltier Lawless Developmental Center

  (Report issued January of 2003)

  Contact Person:  Peggy Davis, Human Resources Director

  (985) 449-5181, ext. 210

   

  Developed Pre-Orientation for Resident Training Specialist Trainee Policy that requires applicants for RTS positions to attend pre-orientations in order to be considered for an interview.  High turnover with RTS positions and pre-orientation utilized in an effort to fully inform applicants about the job and curb the turnover rate.

• Nicholls State University

  (Report issued August of 2003)
  Contact Person:  Donna Adams , Assistant Director – Human Resources
  (985) 448-4040 

  The Director of HR conducts an in-house training course on “How To Conduct an Interview.”  The course is a requirement for all NSU supervisors who are responsible for interviewing applicants in order to fill open vacancies at the university.

• Department of Insurance

  (Report issued March of 2002)
  Contact Person: Sandi Ellis, Human Resources Director

  (225) 342-5325


Office of the Governor/Office of Financial Institutions

(Report issued August of 2003)

Contact Person:  Jennifer Stall , Administrative Director

(225) 925-4664

 

Both agencies have an agency policy that specifies training requirements, including specific named courses and/or certifications, that must be met in order for incumbents in certain named fiscal examiner training series to be considered for reallocation to a higher level in the series.  At OFI separate requirements are listed for compliance examiners in different divisions. Also the OFI policy lists specific training requirements that must be met in order to be considered for promotion to competitive level jobs in the Banking/Thrift Division.  Such requirements clearly communicate to employees that movement to higher levels, especially in training series, is dependent on increased skill and knowledge levels as well as performance.

 

 

• La School for the Deaf
  (Report issued March 2001)
  Contact Bill Havenar, Human Resources Director
  (225) 342-8160

  Training for supervisors: The School for the Deaf has a training policy that establishes a core training curriculum of classes for completion by each supervisor, department head, and division head. Employees who have earned the Certified Public Manager designation are deemed to have completed the supervisory core curriculum. The core curriculum includes such courses as Performance Planning and Review, Conducting an Effective Job Interview, Civil Service Rules and Regulations for Supervisors, Employee Counseling, and Developing Effective Work Groups.

• Department of Environmental Quality
  (Report issued February 2002)
  Contacts: Karen Schexnayder, Human Resources Director
  (225)765-0071
  and Tom Patterson, Deputy Undersecretary
  (225) 765-0638

  Training for supervisors: DEQ has a training program for its supervisory employees.  The curriculum is divided into five different training levels beginning with entry level through the administrative level.  The agency defined a specific curriculum for each level and designed an implementation plan for existing employees, future promotions, and new employees.  Requiring supervisors and managers to complete the courses in supervisory techniques is a progressive step toward increasing the effectiveness of its managers and through them, the performance of all employees.

• Department of Natural Resources
  (Report issued March 2001)
  Contact Person: Anne Tillman, Human Resources Director
  (225) 342-2134

  Training for employees: All new employees at DNR receive website training as part of the new employee orientation. Training is conducted in the information technology training room and each new employee has access to a computer.  The website training provides DNR employees the knowledge to access DNR policies and procedures, Civil Service Rules, job search options, and ISISHR Employee Self Service options.