First Time Supervisor Program
Manager FAQ
Why is emphasis being placed on supervisor positions for the second program of the Professional Development Institute?
Good supervisors play a critical role in helping Duke develop a positive work environment dedicated to excellence in education, research and patient care. Supervisors are the front line for any organization, so developing strong, supportive supervisors is typically the best way to improve individual and operational performance, staff retention, and the overall work environment. New supervisors are often hired or promoted into positions with management responsibility without any support or training regarding how to deal with the challenge of people management, financial management and budgeting, or project management.
In addition, there is an identified staffing need for quality supervisors at Duke, and during the next several years there will be a greater need for experienced supervisors and managers as Baby Boomers begin to retire. At the present time, there are more than 100 vacancies for supervisory positions listed at Duke. The First Time Supervisor Program provides managers with an opportunity to recognize and support outstanding individual performers who are ready to assume management responsibilities. The program will provide participants with the necessary competencies to transition successfully within Duke into supervisor positions.
Why should a manager support a staff member's involvement in the First Time Supervisor Program if she/he may be promoted into a position outside of the department?
The Professional Development Institute's mission supports the career goals of individual staff as well as the internal staffing needs of Duke. By strengthening the skills of Duke staff, managers will have access to a deeper pool of talent with specific knowledge and experience at Duke. Providing staff with opportunities to develop and grow within Duke is also a leading driver to job satisfaction and retention. A manager may also explore the opportunity of offering a participant a promotion or new position within the department that takes advantage of his/her new skills. The department would then benefit directly from the program. Skills learned will also be used by staff on their current job during the program.
How many hours per month will a staff member be away from the job during regular work hours?
The program will take 12 months to complete. This will include a minimum of two days per month of classroom training in which participants will need to be released from their regular work schedule. Additional training time may be scheduled during regular work hours for coaching sessions, additional individualized classes, team project meetings and on-the-job stretch assignments within their department.
What is the cost of the program for departments?
The program cost for each participant is covered by the Professional Development Institute. This covers the assessment, tuition and fees (includes Durham Tech, Corporate Education, Learning & Organization Development, etc.), books and supplies, and facility and general costs. If the staff member is in a non-exempt position, there may be an additional payroll expense to a department if overtime occurs.
Will the manager be informed of a staff member's progress in the program?
It is important for managers to actively support training and coaching of their staff who participate. Professional development specialists will facilitate ongoing discussions and feedback with managers to ensure a participant's success in the program. The Professional Development Institute also encourages participants and managers to discuss their experience in the program regularly. In addition, managers will be actively involved in development planning and stretch assignments for the participant.
What will happen if involvement in the program begins to interfere with a staff member's work performance?
A participant's current job must remain his/her first priority; therefore, if involvement in the program begins to interfere with current job performance, measures can be put in place to address the problem. Professional development specialists will work with the manager and participant to help identify and address issues affecting work performance. However, because of the limited time spent away from work for the program, interference with the current job should be minimal.
How can a manager support a staff member's involvement in the program?
A manager can support their staff by providing: 1) flexibility in scheduling for staff to participate in classes and projects, 2) ongoing performance feedback to the staff member, 3) opportunities for the participant to practice new skills on their current job including stretch assignments, 4) support and encouragement through the development planning process, and 5) recommending a mentor.
How do I recommend a mentor?
Mentoring is a key component of this program. Mentors from the participant's department or area have proven in the past to be very effective in providing advice and guidance. Through the nomination form, a manager is to recommend a staff member within the department to be a mentor for the First Time Supervisor participant. Mentors are given training and commit to maintaining contact on a regular basis with program participants. Mentors should be an experienced manager/supervisor with at least five years of service at Duke.
For more information, please visit our web site
www.hr.duke.edu/pdi, call 684-5406, or email pdi@mc.duke.edu.
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