Talent development reflects an agency's commitment to continual improvement. Developing employees can have a big impact on an agency when the development leads to improvement in agency services. Developmental activities increase technical, interpersonal, and managerial skills. When employees are equipped to work better, the agency's overall performance improves.
Objectives:
•    Learn about the steps in the development planning cycle
•    Become familiar with performance-potential grid 
•    Learn to recognize where your employee is on the performance/potential grid 
TARGET AUDIENCE: Individuals who interact with the public,
Those who are on a management track,
Those who deliver critical services, 
Those who manage people, projects, or programs, or
Human Resources professionals
3 Hours CPM Elective Credit

The generation we belong to is one of the many differences we may have with our coworkers. Those differences can cause stress, discomfort, conflict, and frustration for supervisors.
Objectives:

• To understand the changing demographics
• To better understand the impact of having all generations working together in the workplace
• To increase understanding and communicating with all generations
• Increase organizational effectiveness and meet changing needs

TARGET AUDIENCE: Individuals who interact with the public,
Those who are on a management track
Those who manage people, projects or programs
6 Hours CPM Elective Credit

Change is inevitable—but success isn’t. This dynamic course is designed for leaders and professionals who want to drive meaningful transformation within their organizations. Participants will explore why many change initiatives fail and learn how to implement a proven framework for leading change effectively. Through real-world examples and practical tools, students will develop strategies to evaluate current initiatives, anticipate challenges, and plan for sustainable success. Key focus areas include managing resistance, fostering commitment, and building a culture ready for change. By the end of the course, participants will be equipped to lead change confidently and efficiently—today and in the future.

Being prepared for the unexpected is vital to a healthy organization. Leaders should know who is responsible for speaking on behalf of the agency during any crisis or emergency.  This session involves the development of a plan that is communicated to all staff. 
Objectives:
•    Learn how to diffuse emotional responses and think clearly during crisis
•    Identify the areas where critical services must be available during crisis
•    Develop a template for a crisis communications plan 
TARGET AUDIENCE: Individuals who interact with the public,
Those who are on a management track,
Those who deliver critical services, 
Those who manage people, projects, or programs, or
Human Resources professionals
6 Hours CPM Elective Credit

In today’s workplaces, success depends not only on technical skills but also on the ability to understand and manage emotions—our own and those of others. This class helps participants build the emotional intelligence competencies that lead to stronger relationships, improved communication, and better performance. Through guided reflection, self-assessments, and practical exercises, learners will explore the five core domains of emotional intelligence: self-awareness, self-management, self-motivation, empathy, and relationship management. Participants will learn to recognize emotional triggers, manage stress effectively, communicate with empathy, and foster trust within their teams. The course offers practical strategies for applying emotional intelligence to real-world workplace situations, resulting in more effective leadership, collaboration, and personal fulfillment.

TARGET AUDIENCE: Individuals who interact with the public,
Those who are on a management track,
Those who deliver critical services, or
Those who manage people, projects, or programs
6 Hours CPM Elective Credit

In this class, participants will learn how to communicate effectively as a supervisor and how to approach
difficult conversations.
Objectives:
• Identify misconceptions about workplace communication.
• Discuss environmental barriers to courageous conversations.
• Learn how to appropriately respond to difficult situations.
TARGET AUDIENCE: All Staff/Supervisors/Management
Credit: 6 Hours CPM Elective Credit

This class explores conflict in relation to the individual differences that are caused by personality type. Participants are introduced to conflict pairs that can sometimes make interactions stressful and nonproductive.
Objectives:
• Identify likely causes of conflict.
• Predict desired outcomes versus satisfactory outcomes.
• Understand the role of emotion.
• Evaluate others’ impressions.
• Analyze blind spots and hot buttons.
TARGET AUDIENCE: All Staff/Supervisors/Management
6 Hours CPM Elective Credit
Prerequisite: Myers-Briggs (MBTI) Assessment
 

This class will review the MSPB Grievance Procedures and the obligations for HR and managers in the grievance process. The timelines and required procedures will be reviewed, as well as best practices for HR and managers to avoid employee grievances. Issues related to appeals of grievances to the Mississippi Employee Appeals Board and subsequent charges to the Equal Employment Opportunity Commission will also be covered. This class will prepare managers and HR administrators to effectively navigate the state employee grievance process.          

TARGET AUDIENCE: Individuals who interact with the public,
Those who are on a management track,
Those who deliver critical services, 
Those who manage people, projects, or programs, or
Human Resources professionals
6 Hours CPM Elective Credit

Multi-tasking is a learned skill that can lead to increased productivity and greater confidence in one’s job duties. This class teaches participants how to balance multiple tasks, even during periods of high stress.
Objectives:
•    Identify and develop methods to prioritize tasks
•    Recognize the importance of communication in achieving maximum productivity in a multi-tasking world
•    Develop strategies for maintaining positive relationships during high stress periods
TARGET AUDIENCE: All staff 
6 Hours CPM Elective Credit 

It is the duty of MSPB to “provide a uniform system of personnel management that enhances efficiency and effectiveness with regard to the use of personnel resources.”  Effective January 1, 2021, the uniform system changed from the Performance Development System (PDS) to the Performance Review System (PRS). 
A performance review system serves several distinct purposes and functions, including aligns, corrects, and leverages the performance of each employee; allows managers to make effective decisions regarding workforce performance issues; and promotes quality services. Annual performance reviews must be administered in a fair manner and in compliance with state and federal laws. 
•    Performance Factors
•    PRS Scoring
•    PRS Process
•    Documenting Job Performance
•    Addressing Unsatisfactory Job Performance
•    Important Dates to Remember