Employee Relations
Employee Relations Promote positive federal employer–employee relations that will help support your agency's mission, boost morale, and create a better and more productive work environment. Learn the essentials needed to manage employee performance, implement disciplinary actions, inform employees of federal employment program options, and help employees with problems or complaints. Learning Objectives Apply principles, laws, and regulations for effective employee relations that support the federal agency missionPromote positive employee performance culture by implementing quality performance standards, evaluating performance, and responding to both good and poor performance appropriatelyRespond to employee misconduct, implement disciplinary actions, and process employee grievances to maintain a productive and equitable working environmentSupport the agency mission by representing the agency in third-party actions and executing good employee relations principles throughout an extended employee concern situationCourse Topics Employee Relations Principles and Guidelines Employee Relations in the Federal GovernmentRules and RegulationsEmployee Performance Performance Management, Culture, and PlanningEvaluating PerformanceRecognizing and Rewarding Good PerformanceResponding to Poor PerformanceEmployee Conduct and Grievances Employee MisconductDisciplinary ActionsEmployee GrievancesResolving and Implementing Employee Relations Third-Party ActionsCapstone: Putting it All Together
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Getting Efficient: Optimizing HR Operations
Getting Efficient: Optimizing HR Operations Increase HR operational efficiencies and performance through streamlining operations and optimizing processes on both a department and individual level. In this course, you will gain in-depth knowledge on benchmarking, service level agreements, and ways to evaluate and reward performance. Learning Objectives Discuss trends in the HR domain that influence effectiveness, efficiency, and performanceApply a four-step model to optimize HR operationsDescribe the hierarchy through which policies, procedures, and guidelines flow from creation to actionReview mission-critical policies, procedures, and guidelinesApply various methods to evaluate an HR functional unit and individual HR employeesDescribe how service level agreements and bench-marking enhance the working relationship between the HR functional unit and other agency unitsDescribe how individual development plans and performance improvement plans enhance the performance of individual HR employeesDiscuss the monitoring of agency-wide and individual optimization actionsList methods for rewarding improved performanceEffectiveness, Efficiency, and Performance Effectiveness, Efficiency, and PerformanceOperational TrendsOptimization and HR—How Do They Relate?Evaluate, Act, Monitor, RewardExercise: Kevin and the Invoice ProcessPolicies, Procedures, and Guidelines Familiarity Breeds OptimizationFrom Creation to ActionHR Policies, Procedures, and GuidelinesWhere Are They?Exercise: Kevin and the Training ProjectEvaluating Your HR Functional Unit Evaluating the HR Functional UnitEvaluating the HR EmployeeReporting the ResultsTaking Action Actions for the AgencyService Level AgreementsBenchmarkingActions for the IndividualMonitoring and Rewarding Monitoring HR Functional Unit ActionsMonitoring Actions for IndividualsRewards!It Never EndsExercise: Kevin and the Monitoring Plan
Government Property Management and Accountability
This course provides federal agency employees with a practical understanding of the policies, procedures, and oversight responsibilities associated with managing and accounting for government-owned property and assets. Participants will gain a working knowledge of the regulatory framework governing Government property management, including FAR Part 45 and FAR Clause 52.245-1, Government Property, as well as the roles and responsibilities of agency personnel involved in acquisition, program management, logistics, asset management, and contractor oversight. The course examines the full government property lifecycle — from acquisition and receipt through utilization, inventory management, maintenance, reporting, and disposition. Participants will also explore common property management challenges in decentralized and field-based environments, including inventory discrepancies, improper utilization, loss prevention, contractor accountability, and audit findings. Through practical discussions, agency-relevant scenarios, and real-world examples, participants will strengthen their ability to support effective property oversight, maintain accurate documentation, improve compliance, and reduce organizational risk. Upon completion, participants will be able to: • Describe the purpose and importance of Government property accountability within agency operations • Identify the regulatory framework governing Government property management, including FAR Part 45 and applicable federal requirements • Distinguish between Government-furnished property (GFP) and contractor-acquired property (CAP) • Explain the roles and responsibilities of agency personnel involved in property accountability, contractor oversight, and asset management • Apply property management principles throughout the Government property lifecycle • Identify internal control practices that support accountability, audit readiness, and risk mitigation • Recognize common property management deficiencies and implement corrective actions • Apply procedures related to loss, damage, destruction, theft, and reporting requirements • Support accurate property documentation, inventory reconciliation, and audit preparedness
Federal Human Resources (HR) Functions
Federal Human Resources (HR) Functions Build your understanding of the integrated nature of federal human resources (HR) functions and their role in the strategic management of the government's workforce. This course emphasizes the importance of a comprehensive perspective within federal government HR, recognizing the substantial influence HR decisions have on public administration. You will explore how collaborative efforts in the areas of compensation and benefits, talent acquisition, talent development, employee performance, employee relations/employee accountability, and labor relations contribute to the operational excellence and service delivery in the federal government. Learning Objectives Articulate the impact of the compensation and benefits function within federal human resources (HR) as an employer of choiceIllustrate the impact of the talent acquisition function in effectively recruiting and retaining top talent within the federal workforceEvaluate the purpose of the talent development function in supporting a skilled and capable federal workforceInterpret the importance of managing and supporting the employee performance function in the federal governmentDescribe the role and responsibilities of HR in managing the employee relations/employee accountability function in the federal governmentExplain the importance of having an effective labor relations function within the federal governmentCompensation and Benefits Compensation ManagementBenefits ManagementCompensation and Benefits ComplianceTalent Acquisition Planning for Talent AcquisitionSourcing and RecruitingApplicant ProcessesTalent Acquisition ComplianceTalent Development Talent Development PlanningTalent Development and TrainingLearning AdministrationEmployee Performance Employee Performance ManagementRecognition ManagementPerformance Appraisal System Certification for Senior Executive Service (SES) and Senior-Level/Scientific and Professional (SL/ST)Employee Relations/Employee Accountability Employee Accountability for Conduct and PerformanceAdministrative Grievances and Third-Party Proceedings in Employee RelationsReasonable AccommodationsLabor Relations Labor Management Relations AdministrationNegotiated Grievances and Third-Party Proceedings in Labor RelationsCollective Bargaining