Management Fundamentals

These courses focus on essential management techniques and can be taken by any employee in a management position.  RIT requires all managers to take the following courses:  Absence Reporting Process for Supervisors, Employment Law Overview, and Internal Controls and Fraud in the Workplace.

Courses

This informational seminar will provide essential knowledge for managers and supervisors concerning the absence reporting process at RIT as well as employee rights FMLA.

All new supervisors and managers who oversee employees should attend this session, as well as any supervisor or manager that has not completed it in the past.

Seats in this session are reserved for RIT managers.

  1. Tuesday, October 21, 2014 - 1:30pm to 3:00pm
  2. Thursday, February 12, 2015 - 10:00am to 11:30am
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An engaged work environment is one that values and maximizes employee contributions.  Engaged environments invite new ideas, promote creativity and conversation and enable the organization, and its employees to become “Best in Class.” Commitment from the manager is the first step in building this environment and it is their responsibility to continuously work with their employees to sustain it.

This course is broken into two separate sessions.  Participation is recommended in both sessions, and most beneficial if completed sequentially.  Below is information for session #1, Creating Meaningful Connections.  Session #2, Support and Communication is listed on a separate page.

Seats in these sessions are limited to managers who have direct reports.

Creating an Engaged Work Environment, Session #1: Creating Meaningful Connections

In this session, managers have the opportunity to learn about and discuss the importance of employee engagement.  Through dialogue and activities, managers will articulate the features of an engaged climate, and evaluate the environments they have built for these features, resulting in the ability to demonstrate best practices in fostering an engaged work environment for their employees.

  1. Monday, September 22, 2014 - 2:00pm to 4:30pm
  2. Wednesday, December 10, 2014 - 9:30am to 12:00pm
  3. Wednesday, March 4, 2015 - 2:00pm to 4:30pm
See Session Registration

Creating an Engaged Work Environment

An engaged work environment is one that values and maximizes employee contributions.  Engaged environments invite new ideas, promote creativity and conversation and enable the organization, and its employees to become “Best in Class.” Commitment from the manager is the first step in building this environment and it is their responsibility to continuously work with their employees to sustain it.

This course is separated into two separate sessions.  Participation is recommended in both sessions, and most beneficial if completed sequentially.  Information on session #2 is below; session #1, Creating Meaningful Connections to Work is available on a separate page.

Seats in these sessions are limited to managers who have direct reports.

Creating an Engaged Work Environment, Session #2: Support and Communication

An engaged work environment consists of different attributes and characteristics.  This session details what an open, safe respectful work environment looks like and the important role that communication plays.  Discussion includes communication techniques that enable authentic dialogue, and promote ongoing, constructive feedback, as well as healthy conflict management skills.  Class activities help managers apply these strategies and encourage positive, solution focused conversations with their employees.

  1. Monday, September 29, 2014 - 2:00pm to 4:00pm
  2. Wednesday, December 17, 2014 - 9:30am to 11:30am
  3. Wednesday, March 11, 2015 - 2:00pm to 4:00pm
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Looking for ways to develop your team, reflect, assess and create a vision for your team and have fun?  We can help you plan your team retreats and integrate fun activities as well as discussions around current team and leadership development best practices to build collaborative relationships and foster a productive work environment.

Participation in this session is limited to managers, and/or staff involved in planning their retreats.

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This session will provide a comprehensive overview of The EAP benefit that RIT provides for all employees and how supervisors can use it to help their employees.

The EAP is available to help RIT employees and their families with personal problems, such as emotional, relationship or substance abuse problems. The EAP can also assist employees in finding child care and legal counsel. This program benefit is available 24 hours per day, seven days per week. All counseling is provided on a confidential basis.

You can learn more about your EAP benefit by visiting the Human Resources website.

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In this course, learn about many of the aspects of employment law. Each topic covered provides detailed information on the state and federal law involved as well as how to recognize situations as they arise. This session is required for all RIT supervisors. Some topics covered in this course:

  • Legal accountabilities of department heads and supervisors
  • Fair Labor Standards Act (FLSA)
  • Family and Medical Leave Act (FMLA)
  • American with Disabilities Act (ADA)
  • American with Disabilities Act (ADA)
  • Employee Retirement Income Security Act (ERISA)
  1. Thursday, November 6, 2014 - 1:30pm to 4:30pm
  2. Tuesday, April 7, 2015 - 1:30pm to 4:30pm
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This session refreshes our knowledge of general characteristics about our students and provides information on being a strong supervisor; beginning with the interviewing and hiring process, through the training period and continuing to motivate your student employees to be long term, strong members of your department. Topics covered in this workshop include the use of various forms, what employer responsibilities are, new social security regulations, proper training, eligibility cards, and more.

  1. Wednesday, January 7, 2015 - 9:30am to 11:30am
  2. Thursday, March 19, 2015 - 1:30pm to 3:30pm
  3. Wednesday, July 29, 2015 - 1:30pm to 3:30pm
  4. Wednesday, August 5, 2015 - 9:30am to 11:30am
See Session Registration

If you are involved in recruiting and hiring faculty or staff, you need to be familiar with immigration laws and procedures. We are pleased to offer a seminar conducted by Ms. Maggie Catillaz, representing RIT's legal counsel for immigration matters, Harter, Secrest & Emery.

The seminar will cover the following topics:

  • Review of types of non-immigrant visas
  • Saving time and money in sponsoring individuals for permanent residency (the green card)
  • Best practices for recruiting foreign nationals

By having a strong understanding of these topics and issues, participants will gain the knowledge and skills that will make them a key component in helping RIT to maintain its reputable Core Values, Mission, and Vision Statement.

Jeff Cox of the International Student Affairs office will also be at this session to answer your questions concerning RIT students and visas.

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All RIT employees need to be aware of the business risks in their area of responsibility. To help mitigate those business risks, each division, college, and department is responsible for establishing and maintaining effective business practices and internal controls. To assist the University in achieving its objectives, it is vital that a strong internal control environment exists in all aspects of the RIT Community.

One result of weak or broken internal controls is Fraud. Occupational fraud can be found in any workplace. Whether an organization is a non-profit entity such as a university, or a large for-profit corporation, fraud has occurred and continues to occur. This combined topic class will provide you with the knowledge to understand how good internal controls can help prevent fraud from occurring in your area of responsibility.

During this class, the importance of, components of, and the responsibility for establishing and maintaining effective internal controls will be discussed. Various examples of what can happen when controls are non-existent or broken (i.e., fraud) will be shared throughout the class.

By attending this class you will learn:

  • What are internal controls?
  • Why should we care about internal controls?
  • What aspects comprise a good internal control structure?
  • Who is responsible for internal controls?
  • What are some examples of internal controls?
  • Why you should be concerned about fraud.
  • Who typically commits fraud, and why.
  • Common fraud myths.
  • Methods typically used by individuals committing fraud.
  • How you can reduce the risk of fraud in your area of responsibility.
  • How to report suspected fraudulent activity.
  • About real fraud cases investigated by the instructor.
  • What to look for to detect potential fraud.

Who should attend?

Any RIT employee with an interest in learning about internal controls and how to help protect their area of responsibility from potential fraudulent activity.

* Completion of this course is required to obtain your Accounting Series Certificate of Completion. All officers and managers in the university are required to attend.

Participant Comments

“This session brought to light ethics in the work environment on an everyday basis.”

“Great class, very informative, a worthwhile use of my time.”

"Very well done - the discussion of actual fraud documentation was interesting and frightening. I would like to see this class required for everyone."

  1. Wednesday, October 15, 2014 - 9:00am to 11:30am
  2. Tuesday, January 13, 2015 - 1:30pm to 4:00pm
  3. Tuesday, April 21, 2015 - 9:00am to 11:30am
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Performance management is an organized way to monitor work, track and evaluate performance to determine the level of employee goal achievement. This information helps you, the manager, make decisions about your employees, allocate organizational resources and discuss how well goals have been achieved. Performance Management is an ongoing cycle that begins as soon as an employee is hired.  When done successfully, performance management includes input and action from both the manager and the employee.

This topic is completed in two sessions. Participation is most beneficial when sessions are completed sequentially.

This session covers the first and second phase of the Performance Management Cycle, Planning for the year, and Monitoring Employee Performance. Beginning with a discussion on what performance management is and how it contributes to the success of your employees and our university as a whole managers learn about connecting the plan of work to department, divisional and university goals, and how to use the job description to create performance and development goals for your employees. The second part of this session reinforces how to have ongoing, open communication with your employees about performance, appropriate documentation of performance and how to best support your employees for optimal success.

Activities within the session provide opportunity to practice these skills and discuss best practices among the participants. 

Seats in this session are limited to managers who have direct reports.

  1. Wednesday, October 15, 2014 - 2:00pm to 4:30pm
  2. Thursday, December 4, 2014 - 2:00pm to 4:30pm
  3. Thursday, January 22, 2015 - 2:00pm to 4:30pm
  4. Thursday, April 9, 2015 - 2:00pm to 4:30pm
See Session Registration

Performance management is an organized way to monitor work, track and evaluate performance to determine the level of employee goal achievement.  This information helps you, the manager make decisions about your employees, allocate organizational resources and discuss how well goals have been achieved.  Performance Management is an ongoing cycle that begins as soon as an employee is hired.  When done successfully, performance management includes input and action from both the manager and the employee.

This topic is completed in two sessions.  Participation is most beneficial when sessions are completed sequentially.

This session covers the third phase of the Performance Management Cycle, Assessing Employee Performance.  Assessing performance includes compiling documentation to write and deliver a formal employee appraisal.  Throughout this session, strategies and best practices are shared on how to prepare for and deliver the appraisal. As a group, managers have the opportunity to share their own successes and challenges within this phase.

Seats in these sessions are limited to managers who have direct reports.

  1. Wednesday, October 22, 2014 - 2:00pm to 3:30pm
  2. Thursday, December 11, 2014 - 2:00pm to 3:00pm
  3. Thursday, January 29, 2015 - 2:00pm to 3:30pm
  4. Thursday, April 16, 2015 - 2:00pm to 3:30pm
See Session Registration
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