Continuing Education Topics for CASS

Group 2: - Negotiations-- best practices--bring in TEBA to help lead this. Focus on pitfalls and best practices - Compensation structures--how do divisions review their compensation for non-unionized support staff and out of scope positions; SIPP and SERP, etc. - Workers Compensation Board--filing for cost relief, best practices, legislation, premium rates, etc. - ASEBP Sick Leave Support Program--latest Trustee Report indicates that this is going to be rolled out to all divisions in the future after a lengthy pilot - Medical Notes-challenges with GRTW plans, terminology and rights and responsibilities of divisions around accommodations, etc. - What HR Training should school administrators have--what are best practices in that area?

Group 3: - Year in Review from Case Law that affects education--Panel Discussion with a couple of different legal firms and the administration from divisions who have been part of those cases (where they included school divisions). - Ministerial Orders--sometimes they are issued without us knowing the implementation impacts on our work (e.g.. Counselors and new regulations or Pre-Schools, etc) - Have some sessions that are full-day--more general in the first part with the option to stay and go deeper on the same topic - Opportunities to collaborate on the "doing" in a "work bee" model. Examples would include opportunities to work together to revise admin procedures, etc. that come from the learning. Opportunities for discussion and dialogue on the contextual factors behind some statements in the procedures. - Investigation Training and Certification training--a CEP module or acknowledgement of external training to gain CEP Credits. Refresher courses in this area to gain credits as well. Question about the evolution of these modules--how do we ensure they remain updated and timely? - More opportunities for Pre-Conference sessions specific to HR topics. - Would appreciate if the Pre-Conference topics could be communicated months in advance...often we have booked off the conference dates but not for the pre-conference day. When the pre-conference topics are announced, often the calendar doesn't permit attendance. - yearly scheduling of approved PD outside of conference dates--e.g.. annual dates for Investigation Training - Negotiations training--best practices, pitfalls, etc. Having TEBA come and offer something similar to the Engagements specifically for administrative staff - Bargaining Bootcamp as a CEP module.

Group 4: -SOGI- navigating the recent announcements from the provincial government--how do we support our staff in navigating through this? Systems leaders need some edcuation / support on this - Networking and sharing stories of practice around big items, eg. Pembina Hills decision - In terms of CEP offerings--can some of these be cohorted rather than "drive by" PD sessions--the conversations and discussions are rich and enhance the learning - Effective staffing allocation models- learning from others on how they approach these processes. Focus on practical topics for CEP Topics - Internal capacity is very important to ensure that the Alberta Context remains at the forefront. - Diving into the data--what data should we be looking at? What is useful, what isn't in our work? What are we using to drive practice? Sometimes divisions are not focused on this in the same way they are on other data sets - Teacher recruitment--what is the hard data provincially and what is the shortfall? What are divisions doing to address these shortfalls? How can we stretch our thinking in this way? - More information about equity in the staffing demographic in our schools. What are we doing to recruit a more diverse workforce? How are we promoting equity and representation in our staff? Work on bias and privilege as foundational to this work.

Group One: Will there be opportunities to recognize external conferences and professional development for members to earn credits (eg. ASBOA-HR Law, Investigation training, CPHR courses, etc). Partnering with ASBOA makes sense. Encourage CASS to make room for these opportunities. Opportunities for free-flow conversations with HR...important not to loose this with only structured opportunities for discussion. Sometimes the learning really happens. Role Alike conversations are a rigorous PD opportunity. It's possible that HR values the Role Alike conversations for different reasons than other groups. In terms of CASS offerings in this area, topics that were discussed included: - Case Study Review and Discussion with Legal Counsel--continue with these offerings - Employment Law sessions (similar to MLT sessions) that are specifically related to educational case law - Negotiations--bring in TEBA Scott McCormack / Craig Fink to do something similar to the TEBA Engagement but specifically directed to administrative staff (not admin and trustees) - Negotiation Training offered by TEBA at Summer Conference - Research projects focussed on thec