Employee Learning & Organizational Effectiveness

• Step Into Supervision: Clarify your role, identify your management strengths, and define the kind of supervisor you want to be.
• Building Trust & Team Culture: Learn how to create a positive, inclusive team environment by building trust, modeling expectations, and shaping a culture that drives engagement and performance.
• Everyday Performance Management: Develop skills to set clear expectations, give feedback, and recognize employees effectively to support ongoing performance and growth.
• Formal Performance Management: Understand formal processes, documentation, and conversations needed to manage performance concerns while aligning with university policies.
• Navigating Complex Situations: Practice handling challenging workplace scenarios, including conflict, employee concerns, and HR-related issues with confidence and professionalism.
• Rebalancing Culture After Disruption: Learn strategies to rebuild trust, re-engage employees, and restore team stability after change, disruption, or challenging events.

Supervisors and managers within their first three years in the role.

Each topic in the program can be completed independently and in any sequence. Each learning path combines self-paced coursework with a live, interactive workshop.

Digital Badges

Participants earn a digital badge for each topic by completing all components within a learning path, including:

• Self-paced pre-learning in Canvas LMS
• Live facilitator-led workshop
• Self-paced post-work in Canvas LMS

Certificate of Completion

Participants earn a Certificate of Completion after successfully completing:

• All six digital badges (one per topic)
• A final capstone assignment

• Explore your personal managing style to implement effective and adaptable supervisory practices for members of your team. 
• Create a positive environment where everyone is respected, appreciated, and individual differences are valued. 
• Employ new strategies to address conflict with and among the employees you supervise.
• Facilitate productive one-on-one performance feedback interactions with your employees. 
• Use coaching skills to support the growth and development of your employees. 

Applicants must:

• Be a current academic or a civil service employee with at least a 75%-time appointment at the University of Illinois Urbana-Champaign.
• Have completed the one (1) year requirement by the application deadline.
• Currently oversee status employee(s) or student employee(s) in a supervisory capacity or similar role.
• Have prior approval from a supervisor and/or department head.
• Be available to attend all the scheduled program dates.
• Demonstrate a commitment to learning, be open to dialogue and discussion, and be willing to challenge themselves through reflection and thought.

Before applying, please carefully read through the outline, curriculum, and participant expectations to ensure that the program is a good fit for your professional development goals. Then to apply, complete the following steps: 

• Obtain supervisor approval to apply and attend on all program dates. Prior approval from your supervisor or department head is required as your department will pay a one-time $250 fee for your participation in this program if you are selected. 
• Submit the online application and personal essay. The online application will ask for employment information to ensure participant eligibility and instructions for writing the essay. Both the online application and essay are due by the date indicated on the form.
• After the application deadline, all applicants will be sent an update with an expected timeline for decisions on program selection.

The Illinois Supervisory Skills Program selection committee selects up to 32 participants from all eligible submissions and makes a recommendation to the Program Sponsor for final class participation. This program will be offered twice each year. Selected candidates will be notified via email.

A Certificate of Completion for the program will be earned at the end of the semester after participants have attended all five core program sessions.

Stepping Up: From Colleague to Supervisor supports new and emerging supervisors as they transition into leadership roles to build a growth mindset, strengthen confidence, and develop practical tools for leading effectively.

Leading with Moral Authority explores how trust, relationships, and ethical influences become powerful leadership currencies to build consensus, navigate negotiation, and convert relational power into social capital.

• Peer facilitators will work with a team of advisors and mentors to develop and deliver a customized workshop using case studies, role play and group work from their extensive experience and university resources.
• Through content development, peer facilitators will enhance their communication and leadership skills, while also building confidence in speaking to a group of their peers.
• Fully complete online self-nomination form and submit current resume.
• Applications are due by the date indicated on the self-nomination form.
• Have prior approval and support from a supervisor and/or department head.
• Commitment of 1-year involvement in the program with flexibility to adapt around existing work obligations.

• Dr Bob Easter, President Emeritus University of Illinois
• Dr C.K. Gunsalus, Director of the National Center for Principled Leadership & Research Ethics (NCPRE)
• Pat Justice, Adjunct Assistant Professor, Education Policy, Organization and Leadership
• Bria Marcelo, Assistant Chancellor for Culture, Learning, and Engagement, Illinois Human Resources
• Rosa Milagros Santos, Associate Provost for Faculty Development, Office of the Provost

Current campus supervisors and managers.

” Being a part of the training team along with its knowledgeable advisors has been a rewarding experience. The program offers individuals a chance to network with colleagues across the campus while developing leadership and presentation skills. Working with the experts to create and share program content has been beneficial in developing my career as a business professional and there are a host of additional topics just waiting to be tapped into. I have enjoyed building friendships along the way and am excited for future training opportunities. “

Wyatt Martin

Director of Budget and Resource Planning, School of Labor and Employee Relations

Current campus supervisors and managers.

The inaugural module of the “Guidance on the Go” series, this convenient guide helps campus supervisors and managers swiftly identify the right contacts for various high-demand HR topics. It also provides a concise overview of Illinois Human Resources, showcasing our organization and its collaborative partnerships. Sign in with your university NetID and password to access the module in Canvas.

This module provides a brief yet comprehensive explanation of the essentials of the Fair Labor Standards Act, or FLSA, and the Illinois supervisor’s role in complying with the law. It includes an overview of the FLSA, descriptions of its key provisions, an explanation of how coverage and exemptions are determined with specific information on the university’s non-exempt and exempt categories of staff, and guidance on steps supervisors can take to ensure compliance. Interactive knowledge checks throughout the module reinforce core concepts.

Designed for supervisors of Civil Service employees at the University of Illinois Urbana-Champaign, together these four brief modules provide a comprehensive picture of the Performance Partnership Program.

Introduction to the PPP and Informal Positive Steps

Start here for a concise and engaging overview of the Performance Partnership Program (PPP). The module includes an explanation of the purpose of the PPP, a snapshot of its structure, and a clear description of the PPP’s informal positive steps.

Addressing Performance Issues Informally Under the PPP

Learn about the two informal corrective steps of the Performance Partnership Program (PPP) and the purpose of addressing performance issues informally before moving to formal action. Walk through the processes involved in having a Constructive Contact and conducting a Performance Improvement Discussion.

Addressing Performance Issues Formally Under the PPP

Learn about the three progressively serious formal corrective steps of the Performance Partnership Program (PPP): Work Performance Reminders, Written Reminders, and Decision-Making Leave. This module discusses pre-disciplinary meetings, the steps and approvals required to initiate formal disciplinary procedures, and what happens when discipline is no longer active.

PPP Documentation

Access essential guidance on the documentation required for both informal and formal steps of the Performance Partnership Program (PPP). Discover which documents are needed at each stage and get practical tips on how to complete them effectively.

This module informs supervisors of the value of clear goal-setting, introduces the practical benefits of using the SMART goal framework, provides step-by-step guidance for developing SMART goals, and helps supervisors navigate the process of setting goals with their employees.

This module offers a practical overview of the Family and Medical Leave Act (FMLA) tailored to the needs of Illinois supervisors. It explains the law’s purpose and scope, outlines eligibility and qualifying reasons for leave, highlights key supervisory responsibilities, and provides helpful guidance and resources.

Designed for supervisors, this brief on‑demand module builds confidence and consistency in the annual performance review process. Supervisors learn how to prepare for the review, write clear and evidence‑based feedback, determine fair ratings, recognize and mitigate bias, understand second‑level review, and lead development‑focused conversations—even when there’s disagreement.

In the two-hour, self-paced LinkedIn Learning version of this course (no certificate awarded), participants will learn about hybrid team effectiveness, structuring communication, and aligning the team for success by cultivating connections and building trust. Hear from university leaders as they respond to thought-provoking questions around workplace flexibility from Senior Associate Chancellor for Human Resources Shari Mickey-Boggs.

Explore a collection of training resources from LinkedIn Learning for managers of remote and hybrid teams. Topics include “Virtual and Hybrid Meeting Essentials,” “Leading Productive One-on-One Meetings,” “How Managers Can Prevent Team Burnout,” “Support Accessibility in a Hybrid Workplace,” and much more!

Involves prioritizing access and affordability as well as a responsibility to make institutional transformations necessary to remove barriers, assumptions, and biases that limit opportunities. Leaders and employees are expected to be responsible citizens who value knowledge, creativity, global awareness, and social and cultural understanding. They will create a climate where all can achieve their highest aspirations in a safe and welcoming environment.

LinkedIn Learning Collection for Diversity and Inclusion

Involves the ability to lead and inspire a multi-sector group (not only employees, but also other State, Federal, and local Government agency personnel, as well as contractors and vendors) toward meeting the organization’s vision, mission, and goals. Inherent to this competency is the ability to provide an inclusive workplace that fosters the motivation and development of others and facilitates effective delegation, empowerment, personal sacrifice, and risk for the good of the mission, as well as trust, confidence, cooperation, and teamwork, and supports constructive resolution of conflicts.

LinkedIn Learning Collection for Leading People

Involves a broad point of view of the U of I’s mission and an understanding of individual or organizational responsibilities in relation to the larger U of I strategic priorities. The perspective is shaped by experience and education and characterized by a strategic, top-level focus on broad requirements, joint experiences, fusion of information, collaboration, and vertical and horizontal integration of information.

LinkedIn Learning Collection for Building Coalitions

Involves the ability to meet organizational goals and customer expectations. Inherent to this competency is stewardship of resources, the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.

LinkedIn Learning Collection for Results Driven

Involves a broad point of view of the U of I’s mission and an understanding of individual or organizational responsibilities in relation to the larger U of I strategic priorities. The perspective is shaped by experience and education and characterized by a strategic, top-level focus on broad requirements, joint experiences, fusion of information, collaboration, and vertical and horizontal integration of information.

LinkedIn Learning Collection for Enterprise-Wide Perspective

Involves the ability to manage human, financial, and information resources strategically. Inherent to this competency is the ability to devise solutions with an understanding of how to impact business results by making connections between actions or performance and organizational goals or results, as well as external pressure points.

LinkedIn Learning Collection for Business Acumen

Illinois on Coursera gives Illinois students, staff, and faculty free access to more than 170 non-credit online courses and Specializations. Created by Illinois faculty, Illinois’ Coursera courses provide opportunities to advance your career, explore your interests, or expand your skill set. With Illinois on Coursera you can take any course you want, whenever you want, the way you want. Complete the course and receive an Illinois/Coursera course completion certificate to post on resumes and LinkedIn ©.