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Strategies for Hiring, Developing and
Promoting Tribal Members


Date: May 16 - 17, 2017
Location: Las Vegas, NV
Hotel: Platinum Hotel (211 East Flamingo Rd.)
  For a room rate of $130, please call (877) 211-9211 by April 24, 2017 and mention you’re with the Falmouth Institute.
Tuition:   $804


A good tribal member employment program serves to promote tribal and individual self-sufficiency, create a pipeline for developing tribal leadership, bolster the tribe’s economy, and preserve and promote tribal values and traditions. In this important class, you’ll discover what it takes to create, implement, and manage a successful program, whether you’re preparing to build a new program for the first time or are looking for ways to strengthen and improve an existing one.

Come ready to apply what you learn right away -- in this hands-on class, you’ll have the opportunity to assess your tribe’s current policies and procedures for hiring tribal members, outline a plan for identifying and dismantling specific barriers to employment and career success, come up with your own customized onboarding plan, and develop tools for obtaining cooperation and buy-in for the program from both human resources and management. We’ll also help you understand the distinct roles and responsibilities of tribal leadership, HR, and management in visioning, developing, implementing and supporting the program — as well as what the keys are to building an effective working relationship between the Council and management.

Many tribes make the mistake of just helping tribal members get a foot in the door without following up with any kind of targeted support or development. Other tribes fail to put accountability measures in place, leading to a sense of entitlement for tribal members and resentment among non-member employees. This class will teach you simple but effective steps for ensuring continued success beyond the new hire stage, as well as guidelines for creating an environment where both member and non-member employees feel valued, challenged and motivated. Plus you’ll discover interviewing techniques that will help you obtain commitment, set standards of accountability, and establish goals and ground rules with potential hires before an offer is even made. We’ll also review the components of a successful progressive discipline policy, and provide you with strategies for handling terminations in a way that reduces liability and the potential for politics.

Learn how you can empower tribal members to build successful careers while strengthening tribal enterprises — register today!

Perfect for HR professionals, supervisors and managers, council members, program directors, tribal leaders, career counselors and anyone involved in employee development.

T O P I C S   I N C L U D E
Why Hire Tribal Members?
  • Self sufficiency
  • Vehicle for career development
  • More stable communities
  • Development of tribal leaders
Barriers
  • Perceptions
  • Past experiences
  • Other - Discuss
Recruiting Tribal Members
  • Indian Preference in Hiring under Title VII
  • TEROs
  • Current policies and procedures
  • Application of Indian Preference to hiring practices
  • P.L. 93-638, 7a, b, c
The Interview
  • Be prepared
  • Assess skills
  • Identify career paths for success
  • The honest truth
  • Realistic job review
  • Establish goals and ground rules
  • Get commitment
Management Buy-In
  • Reasons for resistance
  • Build trust
  • Foster a cooperative environment
  • Accountability is key
Onboarding
  • Contract for success
  • Orientation
  • The first 90 days
Building and Maintaining Support Systems for the New Hire
  • Identify potential barriers to success and ways to work around them
  • Assess training needs, including any remedial training needed
  • Career counseling
  • Education assistance
  • Choosing the right coach or mentor
  • Identifying and grooming diamonds in the rough
Tools to Ensure Success
  • Creating bridge positions
  • Development Action Plans:
    • RAP (Remedial Action Plan for employees who need remedial help)
    • MAP (Maintenance Action Plan)
    • DAP (Development Action Plan)
Accountability
  • Transparency with tribal leadership
  • Application of rules
Follow Up
  • Check in
  • Schedule regular meetings
  • Provide ongoing training
  • Monitor development
Managing Tribal Members
  • Progressive discipline:
    • Steps in a successful progressive discipline policy
    • Alignment with employment handbook
    • Goal
    • Communication
  • Terminations:
    • Policies
    • Documentation
    • Authority to terminate
    • Transparency - communication to tribal leadership
  • Rehire:
    • Pre-determined policy - no exceptions
    • Action plan for success upon return
Complementary Programs
  • Tribal Youth Summer Employment
  • Leader in Training
  • Internships

*Topics subject to change.

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