2018 Statewide Learning and Development Solutions
In This Issue:
  1. COE is Getting Better Every Day
  2. Featured Courses Available in September
  3. Learning Lessons: Job Analysis
COE is Getting Better Every Day
Have you noticed that COE seems to be showing up everywhere lately? You see us online, you hear about us in meetings, and you read about us in these monthly newsletters. Improving visibility to the products and services we offer is one of the goals that we pursue. This is one reason you keep seeing, hearing, and reading about COE. If you have not been hearing about COE, please click the Subscribe Now button from the COE Additional Resources page to  add your email address and help you stay informed about the new and exciting opportunities that are available through COE.
 
Another goal we continuously pursue is increasing the number of classes and development opportunities that we provide in relation to the Statewide Competency Model . Since January of 2018 COE has increased the number of products and services that we offer from around 30 to over 120 classes. You can see all of the classes we offer through the Products and Services section of our website.
 
COE recently opened a Request for Proposal (RFP) to further increase the number of courses that we offer related to each competency. We anticipate being able to offer these new classes by winter of this year. These classes and development opportunities can be purchased as individual seats through our general enrollment options. Agencies can also purchase an entire class, providing more flexibility in the date, time, and location of the course. When you purchase the entire class we will partner with you to develop the right combination of logistics and content to meet the needs of your employees.
 
One of the features you can look forward to in the future is a set of personality assessments that are available through COE. Some of the assessments we will be able to offer are:
  • DiSC
  • Myers Briggs
  • The Leadership Circle 360 Assessment
  • Birkman Assessment
Personality and self-awareness assessments provide insight into self-perception and the perceptions of others. It may also provide guidance to interact more effectively with others and create data that can be used to measure change or improvement in relational skills. COE will be offering a variety of assessments that can be used to identify specific behaviors and provide insight into which training and development classes may be more valuable, interesting, and effective.
These assessments can be purchased for individuals or groups and are sometimes paired with classes or certificate programs. All of these assessments include a meeting with a certified facilitator to describe the meaning of the assessment reports and to encourage the development of plans to take action on the results. Stay tuned for more information about assessments that are available through COE. As always, let us know if you have suggestions for new classes or feedback on anything you have already done with COE. Reach us by email at [email protected].
Featured Courses


COE offers 10 courses in the general enrollment format during the month of September.
 
Click the course names below to view more information about each class.  
  1. Courageous Conversations - September 5
  2. Communicating to Manage Performance - September 6
  3. Dealing with Difficult People - September 7   
  4. Creative Problem Solving - September 13 
  5. Providing Clear Guidance & Direction - September 14 
  6. Respectful Workplace 2.0 - September 18  
  7. Emotional Intelligence & its Application to Leaders and the Workforce -September 19  
  8. Skills for Leading Teams Effectively  - September 20   
  9. Managing Conflict Effectively: Thomas-Kilmann Assessment - September 21    
  10. Make Meetings Meaningful and Effective  - September 28  
General enrollment classes are in high-demand and new classes are open to all state employees. They allow the flexibility of purchasing one or more seats in a prescheduled class. Purchasing general enrollment classes is one way to learn more about vendors and classes that may be available for exclusive programs within agencies. The general enrollment classes are only a small part of the complete menu of products and services that are available through the Center for Organizational Effectiveness (COE). General Enrollment Classes are organized according to Statewide Competencies and arranged into the three categories of the competency model.
 
Workforce Competencies - Leading Self, Non-supervisor
Leadership Competencies - Leading others, Supervisors, Managers
Senior Leader Competencies - Leading organizations, functions
 
For more information about general enrollment classes visit:  https://www.colorado.gov/pacific/dhr/coe-general-enrollment.
Learning Lessons
Job Analysis

Job analysis describes a set of actions designed to identify the content of a job in terms of inputs and outputs that are completed by the employee to fulfill the need s of the organization .  Job analysis provides information which helps managers determine which employee characteristics are needed to be successful. Through job analysis the analyst needs to identify the primary inputs and outputs of the job, how they are carried out, the necessary qualities needed to complete the job successfully, and how success will be measured.

Why?

A leader benefits from performing a job analysis in several ways. The leader will recognize and define the processes within teams from start (inputs) to finish (outputs) both at the team level and at the individual level. Through job analysis, leaders can clarify what is required of each position, which allows them to interview more effectively, coach to improve engagement, develop team members to the competencies needed in the job, and determine improvements that can support desired performance.
 
How?

There are several methods that can be used to perform job analysis, the following are recommended methods.
  • Interviewing current employees in the position
  • Doing the job yourself
  • Shadowing employees as they perform job tasks
  • Using questionnaires for the employees to fill out describing the duties of the job, the tasks the employees do most frequently
  • Using questionnaires for the managers to fill out describing the skills, resources, and processes the employees need to do the job
What are you looking for?

Inputs : Requirements, Requests
  • What do people ask from the team or individual?
  • Through what communication channels are requests received?
  • Which customers make these requests?
  • What requirements are the team capable of handling or not handling?
  Outputs: Deliverables, Services, Reports
  • What outputs can the team provide?
  • How are outputs measured for volume and quality?
  • What requirements are needed by the team or individual to deliver these outputs?
  • What processes are defined to govern production of outputs?
  • What are common challenges or problems employees face in relation to providing outputs?
  • Should this team or person be responsible for the expected output?
Please see the Job Analysis Template for more information.

Center for Organizational Effectiveness
Department of Personnel & Administration
Division of Human Resources
303-866-2439