Current through Register Vol. 49, No. 18, September 16, 2024
PURPOSE: This amendment adds a required training
topic and reduces the number of training hours required per
year.
(1) Definitions. As used
in this rule, unless the context clearly indicates otherwise, the following
terms shall mean:
(A) Supervisor, a person
responsible for planning, organizing, directing, coaching, and evaluating the
work of employees;
(B) Manager, a
supervisor who directs the work of other supervisors, monitors and evaluates
the progress of an organization, and makes adjustments in objectives, work
plans, schedules, and commitment of resources; and
(C) Executive, a manager who serves at the
top levels of an agency or division.
(2) Training Program Policy and Development.
Agencies must provide for the development of employees in supervisory
positions. Agencies must issue written policies to ensure they-
(A) Provide training within two (2) months of
an employee's initial appointment to a supervisory position that includes, but
is not limited, to:
1. Professional
Development and Performance Management. The process of developing and
implementing a work environment in which employees are assigned responsibility,
enabled to perform to the best of their abilities, and held
accountable;
2. Employment Laws and
Legal Issues. A working understanding of the laws that affect the workplace and
the responsibilities supervisors have with respect to those laws;
3. Diversity. The practice of creating and
maintaining a workplace culture that values trust, respect, and inclusion of
all employees; and
4. Cyber and
Workplace Security. An understanding of current threats and strategies
supervisors should use to combat these risks;
(B) Provide training within six (6) months of
an employee's initial appointment to a supervisory position that includes, but
is not limited to-
1. Mentoring and Coaching.
The ability to provide an employee with constructive feedback that is
information specific, issue-focused, based on observations, used to improve
performance, and accelerates the employee's professional development;
2. Interviewing. The ability to interview and
hire employment candidates by using best practices and a general understanding
of the overall hiring process;
3.
Project Management and Continuous Improvement. The ability to identify
opportunities for improving the efficiency and effectiveness of work, develop
project plans to implement changes, and manage results;
4. Communication. The ability to communicate
with employees and other stakeholders in a way that is clear, personalized,
transparent, empathetic, collaborative, and inspiring; and
5. Leadership. The ability to influence and
guide employees and others in order to accomplish the goals of the agency and
state, and the ability to identify or develop the goals where
appropriate;
(C) Maintain
knowledge of the above topics on an annual basis;
(D) Institute a structure for supervisors,
managers, and executives to dedicate time toward professional development and
leadership no less than forty (40) hours each state fiscal year; and
(E) Design and implement leadership
development programs that are aligned with guidance from the Division of
Personnel, foster a government-wide perspective, identify and develop future
leaders, and support agency business initiatives and goals. All training
efforts shall strive toward best practices for leadership competencies and
modern training techniques.
(3) Records of Training Program
Participation. Each agency shall adopt a standardized methodology prescribed by
the Division of Personnel for measuring and reporting the efficiency,
effectiveness, and outcomes of training efforts. These records shall be
submitted to the Division of Personnel either through a common electronic
platform or by other means on no less than an annual basis.
(4) Coordination and Governance. To
facilitate communication and continuous improvement, each agency shall
designate and maintain one (1) talent development manager or executive, and one
(1) business manager or executive, who shall participate in an inter-agency
consultative group. The group will be led by the Division of Personnel. Meeting
frequency and duration will be determined by the Division of Personnel for the
inter-agency group in order to achieve the following objectives:
(A) Ensure agency and state-wide talent
development programs are current according to the standards prescribed in this
rule;
(B) Ensure this rule remains
relevant to overall management priorities and aligned with current workforce
development needs. The inter-agency group may provide input to the Division of
Personnel regarding amending this rule; and
(C) Develop and maintain recommendations to
assist agencies in complying with the rule.
*Original authority: 36.070, RSMo 1945, amended 1979,
1995.
