Randi Frank HR Consulting

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Q: How often should my company provide sexual harassment trainings?

 

A: It is so important to do sexual harassment trainings. If you look at almost any newspaper, you’ll see numerous incidents that could have been prevented by sexual harassment training. Since the 1990s, Connecticut has passed laws stating that companies of a certain size have to train supervisors on sexual harassment, yet today there is still one case after another. I always recommend that companies/agencies provide training for all of their employees at every level, and to hold them every three years zovirax dosage. Connecticut law says you must train any new supervisors within six months of their hiring.

Have an HR related question you would like to ask? Feel free to contact me!

 

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Mentoring Tip 5: Provide feedback to both the Mentee and Mentor

A good way to gauge the interest and success of the program is to survey the participants during the program. Are both parties satisfied with their roles? Do they feel they are teaching/being taught enough? Are they both gaining knowledge and/or insights?

Going further, the mentors need to provide feedback to the mentees, inform them when milestones have been reached, and guide them towards fulfilling the specific and planned outcomes of the program.

When I mentor interns, part of the process includes me providing them feedback on the work they completed and showing them examples from other projects I have completed. I also ask them if they have any other questions about the project or what they observed and what else they would like to learn. Many times we put together an agenda for our discussions that includes “feedback from mentor” and “feedback from mentee.” By sharing past stories of situations I have encountered, mentees can learn from my mistakes. Also, I find when they ask me questions, I have to really think about how to handle the new situation they pose, which is a learning opportunity for me.

One project that was very exciting for the interns was reviewing resumes. That gave them the chance to see good resumes compared to bad resumes, which gave them some great tips for their own resumes.

Here are some good articles about mentoring:

 

Questions? Contact me today!

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Mentoring Overview

A mentoring program is an excellent way to prepare future leaders. A good program can give interns, as well as newer or younger employees, exposure to experiences and opportunities that help them develop their own management and decision-making skills. Here are some tips for developing a successful mentoring program in your company or agency.

See details on each of the following tips as they are posted during the coming weeks:

• Mentoring programs can be formal or informal

• How do you pick the right mentor

• Preparing for the role of mentor and mentee

• The mentor has to lead by example

• Provide feedback to both the mentor and mentee

Questions? Contact me today!

 

 

 

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Job Descriptions Tip 10

10. A job description can be helpful if a company has a non-performing employee.

An accurate job description can be the basis of performance documentation and add credence to terminating an employee who is not meeting his or her essential job functions. This can be particularly beneficial if the terminated employee tries to bring a discrimination or wrongful termination case to court. The employer then has documentation supported by the job description showing that the employee had not been meeting the essential job functions clearly stated in the employee’s job description.

For example, perhaps a customer service representative does not report problem areas and simply ignores them. Since “reports problem areas via phone, email, mail or social media” has been described as an essential job function in the job description, this customer service representative’s manager can develop the documentation that will support disciplinary action or termination of that employee. If the terminated employee fights the termination, the employer can point to the job description in asserting why that employee was fired, and provide the written documentation.

 

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Speaking at CTWorks – Your Workforce Connection

Ms. Frank will be making a presentation to CT Works Clients on January 22, 2014 about preparing resumes and preparing for interviews. This is a special program for clients who are currently looking for new jobs/positions. Ms. Frank will discuss the Top Ten Tips for Resume Writing and Preparing for Interviews. If you would like more information on these topics please see Randi Frank Consulting, LLC’s website www.randifrank.com blog section on these tips. If you would like Ms. Frank to make a similar presentation at no cost to your group please email her at [email protected]

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The Importance of Human Resource Planning

Hamden Economic Development Commission

Speaker Series: January 14th, 2014

The Hamden Economic Development Commission is pleased to announce the first session of our 2014 Speaker Series. scheduled for Tuesday, January 14 at 5:30 p.m.in the Conference Room on the third floor of Government Center -2570 Dixwell Ave 

Session Overview:

Randi Frank for Randi Frank Consulting LLC will make a presentation on several topics related to Management and Human Resource Planning. She will cover the process of Recruitment, Interviews and general personnel policies topics such as Employee Orientation, Sexual Harrassment. etc.

Randi has more than 30 years of successful experience as a manager and administrator with various local governments in several capacities, including: Human Resources Manager, Assistant Town Manager, Purchasing Agent, Risk Manager, Budget/Management Analyst, and Grants Writer and Administrator. Randi also has a Master’s degree in Public Administration from University of Southern California and Bachelors in Urban Affairs from the University of Rhode Island. She is a Certified Risk Manager and a Certified School Business Manager. She is currently a Certified Woman Owned business in CT – her company started in 2000 serving both the public and private sectors. 

Some of the services she provides include:

  • Executive Searches
  • Conducting recruitment and testing for management, professional and clerical positions
  • Performing classification and salary studies and preparing job descriptions
  • Preparing or revising personnel policies
  • Developing safety programs
  • Developing return-to-work programs for Workers’ Compensation

It is anticipated that there will be considerable interest in this presentation. The room has limited capacity so please RSVP to Dale Kroop at 203-287-7033 or [email protected].

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Tip 10: Performance evaluation provides legal protection for employers against lawsuits for wrongful termination.

Performance evaluation is one of the most powerful defenses for employers against wrongful termination charges. Supervisors should give candid and truthful performance appraisals in a timely, consistent, and thorough manner—and keep accurate records. Charitable or neutral evaluations that don’t communicate important performance issues with employees can weaken the defense against unfair dismissal claims.  For example, if a manager consistently gives a 3 out of 5 rating to an employee who actually has performance problems, then terminates the employee later, the company opens itself up to a wrongful termination charge.

 

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Facilitation and Other Projects

Facilitation Projects

The City of Norwich requested assistance with the City Manager’s annual performance review, and with creating a process to develop next years’ goals for the City Manager. Performance evaluation forms previously developed by Randi Frank Consulting were used by the City Council as a jumping-off point to develop a customized evaluation form for the new City Manager. Ms. Frank used the Nominal Group Technique Method to help the Council brainstorm ideas, then prioritize the issues of concern to set the top goals for the City Manager.

Weston, CT:

Randi Frank Consulting, LLC is currently conducting a salary survey for the Town of Weston to prepare for union negotiations. This project involves creating a list of positions with a brief description of each, and sending them to relevant Towns in Connecticut. Participating Towns complete the survey by listing their positions and salaries that best match those of the Town of Weston.

Old Lyme, CT:

Randi Frank Consulting, LLC assisted the Town of Old Lyme with drafting new job descriptions. Due to vacancies, management decided it was time to revamp the direction of the positions and departments. It is always important to review job descriptions before a new recruitment to ensure they are accurate and reflect the changing needs of the municipality or agency.

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Training and Speaking Engagements

Hartford, CT:

Randi Frank Consulting, LLC taught at the Entrepreneurial Center in Hartford, CT, which is part of the University of Hartford’s Business School promoting small businesses. The class was an introduction to Human Resources, covering issues such as job descriptions, recruitment processes, personnel handbooks, and personnel policies like sexual harassment prevention. Randi Frank Consulting provided tips on recruitment, interviewing, and reviewing resumes for employers. See www.randifrank.com (Blog Section).

Stamford, CT: 

Randi Frank Consulting, LLC conducted Sexual Harassment Prevention training sessions for a large firm in Stamford. It is very important to train all employees on this subject to prevent workplace incidents and lawsuits. Go to my blog for more detail about Sexual Harassment Prevention:  www.randifrank.com (Blog Section).

Middletown, CT:

Randi Frank was one of three speakers at the Middlesex Businesswomen’s Alliance (MBA) meeting on the subject of “Changing Gears & Switching Careers.” Ms Frank spoke about creating an effective resume, conducting yourself professionally in job interviews, and preparing for an interview by researching the company or agency and understanding their needs for the new position.

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Mentoring & Student Development

At Randi Frank Consulting, LLC, we love mentoring interns.  We’ve worked with five interns this year, focusing on Business Development, Marketing, Communications, and Human Resources. Some of the tasks completed by our interns include:

  • Creating letterhead, business cards, and brochures—and this newsletter!
  • Developing a database system to keep track of contacts
  • Maintaining an Excel spreadsheet of candidates applying for various positions
  • Researching ways to communicate with clients through social media
  • Drafting blogs on Human Resource topics for Randi Frank Consulting web site

I really enjoy working with interns—they give me a lot energy and enthusiasm for my business as I teach them about my company and the Human Resources field.

We’ve worked together on their resumes and preparing for other internships. Most of the interns work virtually, which requires a weekly meeting via phone and lots of emails or texts.

They have been teaching me more about marketing, social media, and best practices in business development, since my expertise is related to implementation of projects for my clients.

I served as an intern through my undergraduate and graduate school years and learned a lot from my mentors.  I’m so glad I can serve as a mentor to these interns and give something back.

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Human Resources Consulting

Westport, CT:

For the past year, Randi Frank Consulting, LLC has served as Human Resources Consultant for the Town of Westport.

In this position, Ms. Frank~

  • Prepared a Personnel Handbook and updated personnel policies
  • Analyzed the employee health and pension benefits
  • Prepared job descriptions for non-union employees
  • Assisted with the recruiting of various positions (Human Resources Assistant & Dispatcher)
  • Developed RFPs for Employee Benefits Consultant and Employee Assistance Program
  • Designed and implemented the first Health & Wellness Fair for all employees

Randi Frank also conducted the search for a new Human Resources Director, which required experience in labor relations, benefit administration, and workers’ compensation management.

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Connecticut Executive Searches

Bridgeport, CT:

Randi Frank Consulting, LLC conducted a search for an Assistant Police Chief for the city of Bridgeport. The process required three rounds of interviews of the top candidates. In addition, Ms. Frank coordinated the interviews and created the questions for the interview panel.

Bloomfield, CT:

Randi Frank Consulting, LLC is currently managing the executive search for the new Town Manager for the Bloomfield.

Brookfield, CT:

Randi Frank Consulting, LLC conducted a search for a Finance Director for the Town of Brookfield, working with the Human Resources Director and the Board of Finance.

To determine the needs of these communities, we met with numerous town officials, members of staff and management, and the Chief Executive Officers. We then developed a profile that highlighted the community, the department, and the issues facing the new executive or department head. Ms. Frank’s personal and professional attention to the needs of the community and her detailed screening of applicants assures municipalities that they will hire the right candidate.

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Entrepreneurial Center

Everything You Need to Know About Employees: From Hiring and Legal Concerns to Taxes

Cost: $45

This 2-part workshop will cover vital information for employers who are just beginning to hire employees and for those who have a full staff. Topics covered will include:

1) Human Resources Concerns

  • Recruitment processes
  • Personnel policies
  • Employee orientations
  • Sexual harassment policies
  • Risk management

2) Employment Law

  • Employee handbooks
  • Is your independent contractor actually an employee?
  • Workers’ Compensation Insurance
  • Employee Taxes: What, Where, When & How

Date:
Tuesday, March 12 & 19, 2013
Time:
6:30 pm – 9 pm
Instructors:

Week 1: Randi Frank, of Randi Frank Consulting LLC, has more than 30 years of successful experience as a manager and administrator with various local governments in several capacities, including: Human Resources Manager, Assistant Town Manager, Purchasing Agent, Risk Manager, Budget/Management Analyst, and Grants Writer and Administrator. Randi also has a Master’s degree in Public Administration from University of Southern California and Bachelors in Urban Affairs from the University of Rhode Island. She is a Certified Risk Manager and a Certified School Business Manager.

Week 2: Elizabeth Adams of the Law Office of Elizabeth Adams

To Register contact:

Entrepreneurial Center
Butterworth Hall
1265 Asylum Avenue
Hartford, CT 06105
860.768.5681
www.hartford.edu/ec

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Middlesex Businesswomen’s Alliance Meeting

middlesexThe Village at South Farms Senior Living in Middletown is a cozy “country estate” with a panoramic valley view that residents enjoy from the veranda overlooking its expansive lawns. Residents are able to enjoy all the comforts of senior living while receiving the level of care that best meets their needs.

Middlesex Businesswomen’s Alliance Meeting

Date: Wednesday, January 23, 2013
Time: 7:30-8:00am, networking. 8:00-9:00am, announcements, program
Location, Sponsor: The Village at South Farms, 645 Saybrook Road, Middletown
Directions:

  • From Rte 9 South: Take Exit 11 (Rte 155). At the end of the ramp turn right at the stop sign. Go about 100 yards to a traffic light, turn left onto Coe Avenue. Proceed 1/10th mile to stop sign, turn left onto Saybrook Road. The Village at South Farms is on the left.
  • From Rte 9 North: Take Exit 11 (Rte 155). At the end of the ramp, go straight through the light onto Coe Avenue. 1/10th mile to the stop sign, turn left onto Saybrook Road. The Village at South Farms is on the left.

“Changing Gears, Switching Careers”

Our tenured panel of human resource professionals will address a timely and relevant topic as we head into a new year and possibly a new career direction. We’ll explore how the job market really looks, how to convey transferable skill sets to a prospective employer, what hidden opportunities exist, and hear some inspiring real-life success stories.

Whether you are satisfied in your current job, pondering pursuing a more meaningful opportunity, or facing a career crisis, you will find value and perhaps a fresh perspective by attending this breakfast session. Join us for a stimulating discussion!

Panelists:

Randi Frank, Randi Frank Consulting; Julie Haas, CTS, Stewart Staffing; Ivonne Quinterro, CTWorks. Moderator: Jill Kovalich, CONNSTEP

To make your reservation(s) to attend, contact:

Cathy Duncan at (860) 347-6924 or Email: [email protected]

MBA meetings are open to ALL Chamber members with FREE admission;
A table is provided to distribute and display your business information and cards.

The Middlesex Businesswomen’s Alliance (MBA) is a council of the Middlesex County Chamber of Commerce that provides challenges and opportunities to educate, enrich, and explore issues for women in business.

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Tips for Employers: Reviewing Resumes

 
1. Before you start to review resumes, make sure you know the most important qualifications for the job (education, experience, skill) so you can review resumes for those key items.

2. Then create a list of preferred qualifications for the job so you can be on the lookout for the highest qualified candidates.

3. Resumes should have the inclusive dates of employment for each position. If there are dates not accounted for, see if the cover letter explains. Or, if it’s a highly qualified candidate, you can ask him or her by phone.

4. If supervision is important for the position, then look for examples of position titles that indicate supervisory experience, and the number of employees the candidate supervised.

5. If it is important that candidates have experience in an organization similar to yours, then pay attention to the size of the organizations they worked for and the types of service or products provided.

6. Also check to see if candidates have experience with specific tasks or skills related to your industry and the job in question.

7. Set up a system to grade the resumes based on qualifications, education, skills, similar experience, etc. You can assign points for the different categories, or grade them on an A, B, C system, like in school. The candidates with the highest scores or overall grades are called in for interviews.

8. If a resume is hard to read or doesn’t provide enough information to evaluate, then go on to the next one since you should have plenty of good candidates–especially in this economy.

Member – Louisville Independent Business Alliance

member of Louisville Independent Business Alliance

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