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GENERATIONS

GENERATIONS

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GENERATIONS

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  1. GENERATIONS Ms. Michelle White and Mr. Justin Douglas

  2. Learning Objectives Recognize: The importance of developing and maintaining inclusive relationships for all generations Identify: Generational profiles, experiences, and influences Discuss: What do generations think of each other? Considerations: Perceptions of Generations and challenges that lie ahead for the workplace Video

  3. Why Understand Generations? • Influences • Environment • Communication

  4. Why Understand Generations? • Preferred Communication Style • Productivity focuses on how Generations Interact with Others • Communication Differences Short Video When generations fail to communicate with each other: • May impact turnover rates, recruitment, hiring, training, retention) • May impact grievances and complaints • May impact perceptions of fairness & equity

  5. What is a Generation? • “In addition to coincidence of birth year grouping, a generation is also defined by common tastes, attitudes, and experience…. • Those times encompass a myriad of circumstances – economic, social, sociological, and, of course, demographic.” Zemke, R. Raines, C., & Filipczak, B. (2010) Generations at work: Managing the clash of Veterans, Boomers, Xers, and Nexters in your workplace. New York:Amacon.

  6. Current Working Generations • Traditionalists (1920-1945) • Baby Boomers (1946-1964) • Generation X *Rough estimate(1965-1976) fluid dates • Millennials(1977-1995) • Gen Z (1996 and later) Who do we have here??

  7. What other generations (sometimes) say about Baby Boomers • Traditionalists • They talk about things they ought to keep private • They are self-absorbed • Generation X • They’re clueless • Lighten up; it’s only a job • Millennials • They work too much • Focus on themselves not Family

  8. What other generations (sometimes) say about Generation X ers • Traditionalists • They don’t respect experience • They don’t know what hard work really is • Baby Boomers • They’re slackers • They spend too much time on the Internet and e-mail • Millennials • Cheer up! • We will support you 

  9. What other generations (sometimes) say about Millennials • Traditionalists • They don’t have good manners • They watch too much TV…with crude language and violence • Baby Boomers • They’re cute • Can they do my web page for me? • Generation X • Neo Boomers • What do you mean, “What’s an album?”

  10. Importance as a Leader, Supervisor, Manager • Leadership Styles • Team Culture • Managing conflict resolution • Understanding differences

  11. Perception

  12. Summary Discussed : -Definition and Attributes of Generations -Importance of understanding generations for an inclusive workplace -Generational profiles, experiences, and influences -What generations think of each other -Considerations for Leaders in addressing challenges

  13. Ohio National Guard Employee Assistance Program Ms. Michelle White and Mr. Justin Douglas

  14. Employee Assistance Program • An employee assistance program is a work based intervention program available to identity and assist employees for resolving personal problems i.e. financial, emotional, martial, substance abuse, etc that adversely affect an employees performance. • Title 32 Mday, Title 32 Technicians and military retirees (within 180 days of retirement) have the option to utilize Military One Source. • Title 5 (National Guard Employees) who do not have a military connection will have the option to utilize the Ohio National Guard EAP once the contract is complete.

  15. Ohio National Guard Equal Opportunity and Equal Employment Opportunity EO/EEO Ms. Michelle White and Mr. Justin Douglas

  16. Equal Employment Opportunity and Equal Opportunity • Complaint Process • Reasonable Accommodations

  17. Title 5, (National Guard Employees) Vs. Title 32 Employees • What’s the difference? • Title 32 Technicians are dual status employees • Required to maintain military service in order to maintain full time employment • (Reference Title 32 USC) • Per TAG policy, Title 32 personnel are inheritantly military and will follow the military complaint system • National Guard Employees • Title 5 (Title 5 USC) • NOT required to maintain military service in order to maintain full time employment

  18. Supervisors and Commanders … • Responsible for the culture and EEO/EO climate in their organizations. • Create a culture of excellence = free of discrimination, harassment, bullying, and hazing. • Allow individuals the time and opportunity to schedule and meet with the EEO/EO staff to resolve issues, discuss or file a complaint. • Seek to know if discrimination, harassment, bullying, or hazing is occurring.

  19. Forms of Discrimination • Title 32 (Military and Title 32 Technicians) Race, Religion, Color, National Origin, Gender (including Gender Identity and Sexual Harassment), Sexual Orientation, and Reprisal • Title 5 (National Guard Employees) Race, Religion, Color, National Origin, Gender (including Gender Identity and Sexual Harassment), Sexual Orientation, Reprisal, Age, Disability, Genetic Information and Pregnancy

  20. Sexual Harassment • It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. • Harassment does not have to be of a sexual nature, however, can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general. • Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.

  21. Behavior Correction • Identify it - take immediate corrective action to stop it • Document it for reference • Communicate action taken to those involved and clearly explain what actions may be taken if the behavior occurs again • Consult with your Leadership, EEO, IG, JAG, Labor Relations • Utilize Technician Personnel Regulation 752, Verbal or Letters of Admonishment, Counseling, Reprimand, Suspensions or Removal

  22. Techniques of Dealing with Sexual Harassment • Direct Approach • Indirect Approach • Third Party • Chain of command • Filing formal complaint

  23. EEO/EO Complaint Process • Complaints - worked at the lowest level to attempt a resolution. • Mediation - offered first by EEO/EO for the parties involved.

  24. EEO Complaint Process • Discrimination complaints must be initiated within forty-five (45) days of the date the incident or the date when the technician or employee became aware of the incident. • Any technician or employee who believes that discrimination has occurred may file any one of the following options: • An informal or formal complaint of discrimination with the Agency’s EEO Office • A grievance pursuant to the provisions of the Grievance Procedures Article of this Agreement • An appeal to the Merit Systems Protection Board (MSPB) • EEOC

  25. EO Complaint Process • TAG Policy that all T32 employees are inheritantly military and will following OHNGR 600-22 for processing complaints. • Complaints for T32 employees can be filed within 180 days from the date of the alleged discrimination or the date the individual became aware or reasonably should have become aware of the discriminatory event or action in which to file a complaint. • Mediation - offered first by EEO/EO for the parties involved.

  26. Avenues of Approach • Examine yourself - personal and professional standards / behavior • Ensure respect for all individuals - regardless of rank or position • Ensure a safe and healthy work environment - one that is free of intimidation, hostility, inappropriate remarks, jokes or symbols • Manage and lead - so members are focused, productive, and working together towards mission success • Take corrective action when inappropriate behavior occurs

  27. Who Do I Contact? ANG HRA • 121ARW Capt Melissa Appleman melissa.h.appleman.mil@mail.mil • SMSgt Jessica Weaver jessica.k.weaver2.mil@mail.mil • 178 WG SMSgt Kevin Weller kevin.a.weller.mil@mail.mil • 179 AW Capt Raymond Bibb 179 raymond.e.bibb.mil@mail.mil • 179 AW SMSgt Amy Mcnary amy.l.mcnary.mil@mail.mil • 180 MXG SMSgt Nathan Howard Nathan.r.howard.mil@mail.mil • 180 FW 2d Lt Ashley Westbury Ashley.m.westbury.mil@mail.mil

  28. Who Do I Contact? Army EOA • 37 IBCT CPT Kristin Defranokristin.m.defranco.mil@mail.mil • 16th EN BDE SSG Julio Ramirez julio.e.ramirez4.mil@mail.mil • 371st CPT Ebony Pugh ebony.a.pughyarborough.mil@mail.mil • STC Not Trained • 73 SFC Desmond Butler desmond.a.butler.mil@mail.mil; 1LT Danielle Wildman danielle.f.wildman@mail.mil, wildmand@mcohiosheriff.org • 174 ADA Not Trained

  29. Reasonable Accommodations • The federal government may provide employees with a reasonable accommodation based on appropriate requests (unless doing so will result in undue hardship to the agency). Ohio National Guard employees and applicants are authorized reasonable accommodations and can consult their chain of command or SEEM for processing a request.

  30. References: • The Constitution of the United States • Civil Rights Act of 1964, 1991 • Executive Orders 0948, 13171, 13583 • 29 CFR 1604, 1614 • DoD Directive 1350.2 • Civil Service Reform Act of 1978 • Title 32 and Title 5 USC • TPR 752 • OHNGR 600-22

  31. QUESTIONS ???

  32. EEO/EO Office POC’s • Ms. Michelle White, State Equal Employment Manager (SEEM) 614.336.7245 • michelle.r.white40.civ@mail.mil • Mr. Justin Douglas, Equal Employment Specialist 614.336.7497 • justin.l.douglas3.civ@mail.mil