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Preventing Harassment Training to Supervisors One of the key components of Government Code Section 12950.1 (also known as AB 1825) is the provision of preventing harassment training to all supervisory

How to fill out training to supervisors

1. Identify the specific skills and knowledge that supervisors need to effectively perform their roles. This may include areas such as leadership, communication, conflict resolution, performance management, and decision-making.
2. Develop a comprehensive training program that covers these identified areas. This can be done through a combination of in-person workshops, online modules, on-the-job training, and mentoring opportunities.
3. Clearly communicate the purpose and objectives of the training program to supervisors. Explain how it will help them improve their skills, enhance their performance, and support their career development.
4. Ensure that the training program is tailored to the needs and challenges faced by supervisors in your organization. Consider conducting a training needs assessment or survey to gather feedback from supervisors themselves and key stakeholders.
5. Provide supervisors with resources and tools to support their learning and application of the training content. This can include job aids, templates, case studies, and examples of best practices.
6. Schedule and facilitate training sessions in a way that minimizes disruption to supervisors' daily responsibilities. Consider offering flexible training options, such as evening or weekend sessions, to accommodate different schedules.
7. Monitor and evaluate the effectiveness of the training program. Collect feedback from supervisors and their teams to assess the impact of the training on performance and identify areas for improvement.

Who needs training to supervisors?

1. New supervisors who have recently been promoted into a leadership role and are unfamiliar with the responsibilities and skills required for effective supervision.
2. Current supervisors who want to enhance their leadership and management skills to improve team performance, employee engagement, and overall organizational success.
3. Supervisors who have been identified as needing additional support or development in specific areas, such as communication, conflict resolution, or performance management.
4. Organizations that want to ensure consistency and alignment in leadership practices across different departments or teams by providing standardized training to all supervisors.
5. Supervisors who are facing new challenges or changes within the organization, such as restructures, mergers, or shifts in strategic direction, and need training to adapt to these changes effectively.

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