CRD Training | Civil Rights Division | NRCS
The Civil Rights Division (CRD) is pleased to present a variety of training sessions for all NRCS employees, customers and partners. The training will assist you in understanding, preventing and correcting discrimination in employment and program administration. The training offered through the CRD can also be uniquely designed and delivered to meet YOUR needs!
For more information, please contact the NRCS, CRD at (301) 504-2181 and refer to the Civil Rights Division.
FY 2015 Civil Rights Division (CRD)
Workforce Training for Managers and Employees
CRD is committed to providing EEO/CR training, guidance and educational programs to assist managers and employees in understanding how to prevent discrimination and how to ensure legal compliance based on anti-discrimination laws and statutes. We believe that discrimination can be averted if both managers and employees know their legal rights and responsibilities. We strive to assist in this program goal of making the USDA and NRCS a model employer.
I. Mandatory Training in FY 2015: What You need to Know about Working with LGBT
Lesbian, Gay, Bi-sexual, and Transgender (LGBT) Discrimination in the Federal Workplace - USDA has been, and is, a recognized leader in promoting LGBT non-discrimination efforts in the federal workforce. This presentation provides an overview of the history of LGBT discrimination, the definitions of LGBT, and the overall efforts of increasing awareness of LGBT nondiscrimination throughout USDA agencies. The presentation will be delivered online via webinar during the third quarter and the fourth quarter of FY 2015. Dates will be announced soon.
No FEAR Act Training …..
No Fear Act - The Notification and Federal Employee Anti-discrimination and Retaliation Act of 2002, better known as the No FEAR Act, requires that federal agencies be accountable for violations of anti-discrimination and whistleblower protection laws. This training will focus on the rights federal employees have under these laws and provide details on how the No FEAR Act is implemented.
II. Instructor-Led Training
The following standardized classes are about 2 hours long and can be delivered on-site at your workplace within the Washington DC metropolitan area. If travel costs are involved at the regional locations, they will be paid by the requested office.
- Manager’s Roles and Responsibilities in EEO/CR
- EEO/Civil Rights Laws and Regulations for Everyone
- Prevention of Harassment (Sexual and Non-Sexual) in the Workplace
- “What you need to know about reasonable accommodation for individuals with disabilities”
- Conducting Civil Rights Compliance Reviews
- Basic EEO – It is offered upon request to help NRCS managers and employees understand the EEO process and complaints issues. Different topics are presented by invited speakers and USDA EEO community leaderships.
III. CRD Guest-Speaker Series
The Guest-Speaker Series will be presented quarterly to meet the training needs of NRCS customers, managers and employees:
Civil Rights Speakers Series: This workshop will be planned as a “lunch and learn” to provide participants with information on the topics of EEO, diversity and civil rights. It is designed to enhance participants’ awareness of promoting a diverse, high quality workforce.
IV. ADR/Conflict Resolution Boot Camp – Dates to be determined (April – June 2015)
Equal Employment Opportunity (EEO) 101 (Title VII) – This workshop serves as an introduction to the EEO complaint process and designed to familiarize the participants with the fundamentals of discrimination; protected groups; EEO laws and the rights and responsibilities of employees and management in the process.
Alternative Dispute Resolution 101 – This workshop is designed to give participants an understanding of Alternative Dispute Resolution which is based on the theory that a mediator (neutral third party) can assist disputing parties in negotiating a resolution, maintain productive work relationships, re-establish trust and respect. The participants will review the areas in which mediation can be used; EEO Complaints, Administrative Grievances and Workplace Conflict.
Alternative Dispute Resolution for Managers and Supervisors – This workshop is tailored to increase Managers and Supervisors knowledge of Alternative Dispute Resolution and the most frequently used techniques to resolve conflict. The participants will also focus on their roles and responsibilities prior to and during the ADR process.
Anger and Conflict Management – How to Recognize your Hot Buttons - Hot Buttons!!! We all have them. This workshop is designed to help you identify your hot buttons and recognize the warning signs of a meltdown. The session will also identify conflict styles, causes of conflict and provide a framework for solutions.
Conflict Management – Conflict is only natural, but in this workshop you can learn to make it work to your advantage. You will learn how to deal with conflict when it erupts in the workplace and manage disagreements positively and proactively. You will review five conflict management styles and learn how to turn conflict into collaboration. You will recognize the causes of interpersonal conflict, become aware of your emotional triggers to prevent explosive situations, learn new strategies of conflict management that will improve your communication performance.
Everybody Wins: Turning Conflict into Collaboration – This workshop will focus on three of the most common conflict situations in the workplace: Peer-to-Peer Conflict, Work-Team Conflict and Manager-to-Employee Conflict. Participants will also learn the three easy steps used to resolve conflict: Everyone tells it like they see it; Get everything on the table and Focus on the future. Employees will know a clear, easy-to-use approach that will help them think things through to arrive at the most appropriate choice of action to take. Ultimately, this will increase the productivity of your organization.
Preventing a Hostile Work Environment – The hostile work environment is one of the most litigious EEO issue in the judicial system. This often undetected, unaddressed and misunderstood issue results in high absenteeism and personnel turnover, a reduction in productivity and a general decline in employee morale. This workshop is designed to more clearly define the term “hostile work environment” and how it may be addressed and prevented.
Ouch! That Stereotype Hurts - Staying silent in the face of demeaning comments, stereotypes or bias allows these attitudes and behaviors to thrive. This undermines our ability to create an inclusive workplace where all employees are welcomed, treated with respect and able to do their best work. Yet, most employees and leaders who want to speak up don't know how. So, we say nothing. This workshop will help participants understand the impact of stereotypes and biased statements, even when casually said; Identify the most common reasons people sit silent in the face of bias and stereotypes and Enhance skills for speaking up against stereotypes without blame or guilt.
The Multi-Generational Workplace - This training will help you gain a better understanding of the four generations that make up the current workforce - Veterans, Baby Boomers, and Generations X and Y - and how their unique experiences and expectations impact their view of the workplace. You will be able to identify the challenges of working with multiple generations and learn techniques that foster respectful communication and positive interaction with all groups.
V. AgLearn Online Training: The following courses are available via agLearn:
EEO and Lawful Hiring: As a manager, it is essential to use recruitment strategies that attract the right candidates. But just as important is the avoidance of discrimination, both intentional and unintentional. In this course, you will learn about the Equal Employment Opportunity laws that guide your employers recruiting efforts and how to help ensure your hiring practices are fair and lawful. This course was developed with subject matter support provided by the Labor, Employment, and Employee Benefits Law Group of the law firm of Sheehan Phinney Bass + Green PA.
No FEAR Act: The Notification and Federal Employee Anti-discrimination and Retaliation Act of 2002, better known as the No FEAR Act, requires that federal agencies be accountable for violations of anti-discrimination and whistleblower protection laws. This course will outline the rights federal employees have under these laws and provide details on how the No FEAR Act is implemented.
Civil Rights Compliance in Program Delivery: This training will provide general information on how various Civil Rights laws, rules, and regulations interface to form the foundation for equal access in program delivery. It will equip participants in how to interact, and communicate effectively with partners, program recipients, and stakeholders. It also will provide opportunities for participants to review program delivery in different cultural settings, and appreciation for differentiated perspectives
Limited English Proficiency. On August 11, 2000, former President William J. Clinton issued Executive Order (EO) 13166 that was entitled, “Improving Access to Services by Persons with Limited English Proficiency” (LEP). The overall objective of EO 13166 is to improve LEP persons’ access to federally conducted and federally assisted programs and activities. Upon completion of this course, you will be able to:
- Understand why NRCS established an LEP Plan
- Identify LEP persons
- Employ the Department of Justice (DOJ) Four-Factor Framework to assess your LEP service area
- Utilize NRCS’ LEP Plan to provide a more enhanced service support to the LEP persons
- Delineate the differences between NRCS’ Title VI Federally Conducted and Assisted Programs
Civil Rights Advisory Committee (CRAC) Orientation (CRACO). What exactly is the NRCS Civil Rights Advisory Committee, and what does it do? This course explores the: purpose, scope, and roles and responsibilities of the committee as they relate to the Agency’s overall civil rights performance and compliance with Federal civil rights laws, regulations, and Agency policies; resources and techniques used to ensure compliance with civil rights and equal employment opportunity programs, including Management Directive (MD) 715, Parts G, H, and I and Civil Rights Compliance Reviews; expectations of a Civil Rights Advisory Committee which include the process of identifying civil rights challenges, making recommendations, and recognizing individuals for outstanding civil rights accomplishments for the Agency’s (Chief’s) CR individual and group awards.
VI. Customized Small Group “CR Matters” Training
If our training catalog does not exactly meet your needs, we can custom design a course for you. For further information on this option or for any questions generally, please send an email to Selina.firstname.lastname@example.org. Please include in your email, information on the topics you wish to have covered in your training, as well as your time frame, location for the training, and a point of contact. A member of the CRD staff will be in touch within 2 days after receipt.