Randi Frank HR Consulting

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Job Descriptions Tip 5

5. Job descriptions help to develop performance standards and set performance goals for performance review.

Examples of job description responsibilities are listed below, along with how they would be interpreted into performance goals that would be evaluated during an employee’s performance review.

Essential functions for a customer service representative:

• Answers customer requests or inquiries concerning services, products, billing, claims and reports problem areas via phone, email, mail or social media.

• Responsible for improving customer retention through programs and service provided to the customer.

Performance goals:

• Improve customer satisfaction by 90% by the end of the year, as determined by customer satisfaction surveys.

• Reduce customer complaints about customer service by 20% by the end of this year.

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Hiring an Intern Tip #3: What are the benefits of Interns for you and them?

Tip 3 – What are the benefits of Interns for you and them?

We touched on this in the first blog post in this series but I’d like to expand on this topic a little further. There are many benefits to using an intern for both the company and the student.

For the company the benefits include:

  • Getting projects completed that would have stayed on the back burner by bringing in skills to your office that may not have been available
  • Mentoring someone for a potential job in the future with you or others in the company
  • Improving upon your training skills as you work with the intern
  • Being re-energized by the intern who is enthusiastic to learn and share their ideas
  • Increasing your productivity
  • Feeling good about giving back and paying it forward to someone else

The Benefits for the Intern are numerous:

  • Opportunity to learn if this type of work is really what they want to do
  • Chance to see how things are really implemented rather than just reading about it
  • Ability to get extra credit for the internship
  • Learning from a professional – You!
  • Possibility of leading to a full time position
  • Learn about the responsibilities of a real job including business etiquette and practices
  • Produce work they can be proud of and that they can use their new experience on their resume or for class projects

I had an internship that included assisting with preparation of a grant, which was also a final project requirement for my Bachelor’s. I worked with my supervisor to prepare and submit the grant which was awarded to the Town. Subsequently, I received an A since the grant process was successful.

Questions? Contact me today!

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Recruiting with Randi Frank

How to stand out with your recruiting efforts!!!!

Randi Frank of Randi Frank Consulting LLC speaks about how you can stand out with your recruiting efforts from focusing on the correct places to advertise, and developing a profile that highlights your specific agency and the position and what you really need for great candidates and using a questionnaire to screen the top candidates. Take a listen.

If you have any questions feel free to contact Ms. Frank at [email protected] or review her website for samples of Executive Searches conducted. Randi Frank Consulting can help you with full recruitment services, executive searches or just portions of the process.

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Executive Search Tip 8: What type of background work is done on the finalist candidates?

Since most executive searches are conducted for high level management positions with fiscal responsibilities we will do a credit check through a certified firm with all the appropriate waivers and offers to allow the candidate to view the credit check. We also conduct a driver’s history check, criminal and civil court check and verification of their education. We conduct a google check and ask candidates about what we find.

We let candidates know that we will be doing these types of checks and ask if there is anything we need to know upfront. Many candidates let us know in advance that they have a cousin with the same name who may have some problems with a google check. Then of course we do reference checks.

As you know, some businesses have the practice that they will not provide any information other than dates of employment and title of position. We let the references know that names will not be attached to their comments but combined with the other references so there is less of a concern about liability related to references. We summarize all this information for the client in the final report with the list of the finalist candidates to be interviewed by the client.

Some clients ask that we meet with the candidates at their current position to get a better idea of the work they do and their interpersonal relations with their co-workers. We conduct these face-to-face interviews if requested and prepare a report. Depending on the candidate, we may do the following…

  • conduct tours of their workplace and watch for the reaction of their co-workers
  • conduct a two hour interview over lunch or dinner
  • meet with some of their co-workers to learn more about the candidate

In some cases the people we meet know why we are there and in others they just think we are colleagues or an outside consultant trying to learn more about their operations for our client or organization. Some clients prefer to conduct these site visits of the top candidates themselves.

Questions? Contact me today!

 

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Tip 5: Employee morale and job satisfaction improve when employees receive recognition or rewards for their work through performance evaluation.

Performance evaluation provides employees recognition or rewards for their efforts and thus boosts employee morale and increases their job satisfaction. And performance evaluation itself lets employees know they are important to the company when managers take the time and effort to review, document, and discuss performance with their employees. This can have a positive influence on the individual’s sense of worth, job satisfaction, and commitment. One study suggests that recognition can improve work performance and increase business value. (See http://www.cashort.com/Libraries/Employee_Recognition_Programs/Linking_Recognition_to_Performance.sflb.ashx )

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Randi Frank Attended Kentucky City/County Management Association Regional Meeting in Lebanon

Randi Frank on PanelLEBANON, Ky.— Randi Frank met with several other Kentucky city managers and administrators for a regional Kentucky City/County Management Association (KCCMA) meeting on August 10, 2018.

Lebanon Mayor Gary Crenshaw welcomed attendees to the city and introduced Lebanon City Administrative Officer John Thomas as host of the meeting. The agenda for the meeting included a presentation giving an overview of Lebanon’s economic development and tourism initiatives.

Serving as the current KCCMA President and City of Lebanon CAO John Thomas said, “It’s a real pleasure to have my peers visit Lebanon to see our new City Hall and learn from our experiences in economic development and tourism. I’m proud of our city staff, we’ve given the KCCMA members some great ideas. It’s great that we can learn from one another and take information back to our hometowns.”

The Kentucky City/County Management Association (KCCMA) is made up of city managers, city administrators and county administrators from 50 cities and/or counties in Kentucky.  KCCMA was organized in 1977 and exists to encourage professionalism, competency and the value of professional management for cities and counties in Kentucky.

“I’m glad that Randi Frank Consulting is represented in this organization,” said Randi Frank, CEO of Randi Frank Consulting. “These regional meetings provide each manager with information about current issues we’re all dealing with, and we learn about new trends as well. It’s great to hear from other managers who are dealing with similar concerns elsewhere in the state.”

The Kentucky City/County Management Association is a membership organization that exists to improve the quality of government, cities, counties and services throughout Kentucky.  To learn more about the organization, visit www.kccma.org.

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Randi Frank presenting at Kentucky Society of Human Resource Managers

I will be presenting at the Kentucky Society of Human Resource Manager (KY SHRM) meeting in Louisville on August 28th at the Omni Hotel.  I will be a part of a panel of Human Resource Thought Leaders who have authored books or chapters about best practices in Human Resources. I will be speaking about “Recruiting the Right Talent for Your Organization” from the Book You @ Work published by Silver Tree Publishing.  https://randifrank.com/you-work-unlocking-the-human-potential-in-the-workplace/

The Session is meant for human resources and business leaders who understand the importance of embracing the human spirit of their employees and encouraging employees to bring their entire selves to work. Abolutely every decision, every business strategy, every word spoken between colleagues, and every policy enacted can and should be derived from a place of compassion. Organizational success is, at its core, about human beings working together as a team.  To have the right team you need to hire the right talent which will be my discussion.

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Discussion of the “Me Too” Movement & Where Do We Go from Here

#MeToo and #TimesUp#ME TOO MOVEMENT

I moderated a group on the topic of “Me Too” – here is a summary

Discussion of the “Me Too” Movement & Where do we go from Here

Session on Saturday July 21 –2pm at the Truman Scholars Reunion – DC

Panel Members:

  • Randi Frank – Moderator – (Training on Sexual Harassment Prevention since 1990)
  • Lisa Cloutier – (Attorney – Title IX & Campus Sexual Assaults & Civil Rights)
  • Michelle Tran Maryns – (Experience in State Dept, US Dept of Justice & Tech industry)
  • Cristine Pedersen – (Military experience & issues with Sexual Harassment)

Ms. Frank will provide the definition of Sexual Harassment and provide some facts and figures on Sexual Harassment Cases

Some Facts and figures over the years include:

  • 2015 EEOC Task Force had 90,000 cases with 1/3 as work place harassment; estimate 75% don’t report — Fines were $164.5 mil – Recommendations were Training – cultural change starts at the top and Face to Face training
  • 2017 – EEOC Reported 99109 charges for all cases – 6696 were Sexual harassment with fine of $46.3 million – 41097 were retaliations cases for all areas of EEOC cases – 25,605 cases of sexual discrimination and $fines of $398 Mill for all discrimination
  • 2018 California Legislature put in new rules and investigations process and panel review for issues in the California Legislature related to sexual harassment claims
  • US District Court for Norther District of Mississippi heard a case that favored an employee because the employer took too long to investigate complaints

Policies must have a number of options for people to report concerns and the process should include an investigation in a fair way to allow both the victim and accused the ability to tell their story. Training is recommended to prevent harassment. The purpose of Training is to:

  • educate employees and supervisors,
  • sensitize participants,
  • prevent Sexual Harassment or any Harassment or discrimination,
  • learn how to respond to all these issues and
  • to show the benefits of a work place marked by dignity, respect and equality

Ms. Cloutier talked about assisting victims of Sexual Assault on University Campuses.  She provided an example of a case that she was handling and how the process was so long that it took a year to finally issue a report that the investigation was complete and the accused was found to be at fault, then it took another 6 months for a decision of what to do and know the victim’s family is being sued by the accused. Most woman say the complaint process is more difficult than the actual assault/rape. The fact that women are not believed and retaliated against for making a complaint is still happening

Ms. Mayrns talked about working in a very male oriented Technical environment and the fact that a lot of Sexual Harassment or bulling is happening with today’s technology. She suggested that there needs to be more monitoring of the social media and it is time to look for ways to use technology to reduce sexual harassment and harassment in general.

Ms. Pedersen discussed the difficulties of being a woman in the military especially her experience in the Marine Corp. She described her experience with those who continued to use videos to sexually harass and try to ruin a person’s reputation.  She also indicated that she was treated like an equal until rumors started.

A lively discuss was then continued by the participants and the audience about their experience and questions and thoughts. We need to continue to discuss these issues so everyone understands that it is still happening and how demeaning it is to the victims (men or women). Training with face to face discussions is the way to move the issue forward.

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Randi Frank Presented to the Louisville City Salesman’s Club about Recruitment

On July 24th  I spoke at the Louisville City Salesmen’s Club which is a business networking group of business owners and salesman for various different companies in the Louisville Metro Area. The purpose is to increase the business efficiency of each member and to cultivate the highest ethics of salesmanship by the exchange and discussion of idea and the promotion of good fellowship.  Each member represents a different type of business or services and do not compete with each other but support each other.  I was asked by one of their member’s Lori Mangum of Yes 502 Media (social media marketing firm) to speak about recruitment.  I presented a shorten version of my past speeches on this topic.  See my blog on Tips on Recruitment for more details https://randifrank.com/category/hr-tips-techniques/hiring-tips/tips-for-recruitment/

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Truman Scholars Reunion

On July 20th to 22nd I attended the fifth Truman Scholars Reunion. As a member of the first class of Truman Scholars – 1977 from CT I enjoy these events to meet the new Scholars and see many of my friends from past years such as Mark Cannon (Executive Dir APCO), Bob Van der Velde (Dean of CA College), Kent Bradley (Medical Doctor and Past Public Health Advocate) who have been attending these events for many years. I also caught up with many other friends from past meetings. The Truman Scholarship Foundation gives out at least 53 scholarships each year for a student from each State, DC, Puerto Rico and the Islands. The Scholarship is in honor of Harry S. Truman in the form of scholarships for those going into public service instead of a Statue. [ For more information about the Truman Scholarship (scholarship for Juniors in college going into public service) see website https://www.truman.gov ] .

Friday Night we had dinner and speaker at the DC Press Club. Madeline Albright – Past Secretary of State and Member of the Truman Foundation Board and Jake Sullivan a Truman scholar from MN 97 spoke about Foreign Policy. Sullivan is a senior fellow at the Carnegie Endowment for International Peace and Brady-Johnson Distinguished Practitioner in Grand Strategy at Yale University. He served in the Obama administration as national security adviser to Vice President Joe Biden and Director of Policy Planning at the U.S. Department of State, as well as deputy chief of staff to Secretary of State Hillary Clinton. It was a lively discussion

Saturday, we had a number of sessions and luncheon speaker of another Truman Scholar from MD 1987. Joshua A. Gordon, M.D., Ph.D., is the Director of the National Institute of Mental Health, one of the National Institutes of Health within the U.S. Department of Health & Human Services. Appointed in 2016, he leads the federal agency for research on mental disorders. He is a former assistant professor in the Department of Psychiatry at Columbia University, and former associate director of the Columbia University/New York State Psychiatric Institute Adult Psychiatry Residency Program. He spoke about opportunities in Public Service with Science from Academia to Government Service.

 

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Orientation & Onboarding Tip 7: Provide new employees with written objectives and responsibilities for their new position.  

Even if it may seem that the job description, job objectives and responsibilities have been discussed thoroughly throughout the hiring and orientation process, it is essential to provide written objectives and job responsibilities as well as a training plan. The written document(s) will help the new employee stay on task and meet agency goals within expected time frames.

  • Give new employees a written job description so they understand their responsibilities
  • Provide them with performance goals and objectives for their division and their position, or make sure their supervisor covers this
  • Determine a training plan (e.g., compliance, supervisory, professional development), and establish a plan and timeline for training

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Randi Frank collaborated with other HR pros to write new book.

Randi Frank - You@Work
Randi Frank holding “You@Work: Unlocking the Human Potential in the Workplace”

Randi Frank joined other Human Resource professionals to write You@Work: Unlocking the Human Potential in the Workplace.

You@Work: Unlocking the Human Potential in the Workplace is for sale here.
Price $20.00 (includes shipping and handling).

If interested, please email me at [email protected] to get the Book

About the book:

Contemporary HR professionals and business leaders are beginning to understand the importance of unlocking human potential and maximizing performance and innovation by truly embracing the human spirit of their employees.

This unique and powerful book explores the nuances of bringing our whole selves to work, and challenges us to shed the outdated notion of asking employees to check their humanity at the door.

What does it mean to BE YOU and BE VALUED AS YOU in the workplace?
The stories in this book answer those questions, and more.

Absolutely every decision, every business strategy, every word spoken between colleagues, and every policy enacted can and should be derived from a place of deep respect for one another — not just as “talent” but as people. Organizational success is, at its core, about human beings working together to serve human purposes.

Open this book to take a fresh, personal look at:

• Well-being
• Work/life balance
• Energy management
• Leadership styles
• Diversity and inclusion
• Personal and professional development
• The personal facets of recruitment (Randi’s chapter)
• Retirement planning with heart
• Self-awareness
• Strategies for individual and team success
• Workplace respect
• And much more.

You@Work is a remarkable collection of insights from 15 leading HR and OD experts, across multiple industries and professional roles. And it’s a must-read for any leader looking to achieve more by putting humanity back into the workplace.

This book is part of The @Work Series from Silver Tree Publishing.

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Mentoring Tip 1: Mentoring programs can formal or informal

Some organizations have formal mentoring programs, and in that case they need to determine:

  • A timeline – how long will the mentoring program last?
  • What are the goals and expectations of both parties by the end of the program?
  • What will be the process? How often will the mentors and mentees meet, what types of events will they attend together, will there be any group meetings with other mentoring program participants?
  • What are high priority skills that the mentee should learn?

Most of my mentee experiences were unplanned; when I served as an intern, my supervisors showed me the ropes of their office and organization. One mentor let me sit in his office to observe his interactions with almost everyone. I was not allowed to speak during those meetings, but could ask dozens of question after the meetings to understand the dynamic of what happened.

Stay tuned for Tip #2 coming next week!

Questions? Contact me today!

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Barren River Area Development District Newsletter highlights Ten Tips to Sexual Harassment Prevention

This document was highlighted in the Barren River Area Development District Newsletter after Ms. Frank made a quick presentation about the need for Sexual Harassment Prevention Training to the City & County officials in the Barren River Area of KY. See the link to Ms. Frank’s web site for more detail on Sexual Harassment Issues10 tips to sexual harassment prevention

 

https://randifrank.com/category/hr-tips-techniques/sexual-harassment-prevention/

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