06-25-18 Personnel and Finance - Laserfiche WebLink

Home Browse Search

®CITY OF SOUTH BEND I OFFICE OF THE CLERK employees, that could be a video versus something that is actually on site. I guess, define interactive and is that a correct type of way that some individuals may or may not have an interactive one (1) but they certainly could have a non-interactive one (1)?Do you see where I'm coming from with that question? And you don't have to answer all. So the other question is, in terms of our capacity within HR, I know in section E it says it shall be presented by trainers or educators with knowledge and expertise in the prevention of harassment. Is that something we anticipate having in-house capacity to do?Do we have individuals who can provide the items one (1) through ten (10) or do we foresee that being something we contract out for others to do? And then probably my biggest question is related to the exclusion of interns, seasonal and temporary personnel. The interactive opportunities for video training, why could we not hit the training and set an example across our community that anybody that comes on board,whether you are seasonal, temporary or interns, because they are all getting paid, generally, correct, at some level? Why couldn't that be an opportunity so then everybody across the board, who works for us in any capacity at any time within a certain framework has this training? Councilmember Davis stated, So we have, in my understanding, annual. The issue regarding why supervisors do not have to deal with that on an annual basis is, number one (1), interactive issues, number two (2) capacity, and number three (3) seasonal and temporary personnel for number four (4). Councilmember Broden followed up, And I assume how we ask those questions gets at six (6) in terms of the time requirement of that training. If we were going to consider seasonal temporary personnel, and I understand, I assume I understand that we are bringing on people at all different times and we are happy when they come and we need to get them out in the field,particularly with the number of people within Parks. But I think in some ways that is more challenging for those individuals. I don't understand how we can't accomplish that or why we wouldn't support that as both elected officials voting on this but then as a City as a whole. I know within my own local school community to even coach kids I have to sit down and watch a video on an annual basis. Ms. Clark replied, So there are four (4) question you had. Would you like me to run through the answers to those questions? The first one (1) you mentioned was the timing issue and supervisors having two (2)hours. I'm open to amending that to an annual basis if that is important. The reason I think the two hours is important is because it is interactive.It is not just sitting down and lecturing to someone and saying here are the legal definitions of harassment. What we are trying to do is engage in an interactive conversation so that we can change a culture and we do that through conversation. So the point is to be able to sit down, with supervisors, and have that conversation. It is much more meaningful than sitting down and watching a video. A video does have some place, I'm not suggesting it doesn't, but I see that as the difference. I'm not opposed to changing that to annually. The second issue is your question about interactive and I think we just addressed that.I will tell you I would be in favor of having an interactive conversation for the non-supervisory folks. I find that most meaningful. That is not to say there isn't some use in defining it so people understand what we are talking about. That is how the training is currently laid out. It does take a bit more than an hour but I see this as the floor and we need to engage in more conversations. The way I see the training working out right now is that there is a specific amount of education and we open up with an interactive question to try and get people engaged in relatively small groups.Then through that conversation, we then open the door to talk a little bit about our policy, what the law says, and can then continue that conversation and apply it to hypotheticals, talk to people about what they should do and hit all the ideas and goals at the same time. EXCELLENCE I ACCOUNTABILITY I INNOVATION I INCLUSION I EMPOWERMENT 455 County-City Building 227W.Jefferson BvldI South Bend,Indiana 466011p574.235.9221If574.235.9173 TD574.235.55671www.southbendin.gov 4