Employee & Organizational Development Employee - Maricopa ...

2006-2007 

Annual Report 

E m p l oye e & O r g a n i z a t i o n a l D e ve l o p m e n t 

Employee & Organizational 

Learning Team 

Organizational Process 

Analysis Team 

Technology Training Services

Contents 

Employee & Organizational Development . 3 

Employee & Organizational Learning Team . 8 

Creative Pathways . 19 

Organizational Process Analyst Team . 20 

Renewal . 23 

Technology Training Services. 24 

Appendix A. Maricopa Core Learning Plan . . . 32 

Appendix B. Employees Recognized. 33 

Appendix C. HRMS Self Enrollment Steps. 37 

Appendix D. Employee & Organizational Learning 

New Employee Orientation, Course & Listing. 38 

Appendix E. Creative Pathways Program 

Employee Internship Placements. 41 

Message from the 

Director 

The Employee and Organizational 

Development Department supports the Vision 

and Mission of Maricopa Community Colleges 

at both the individual and the organizational 

levels. The department’s programs and activities 

are designed to equip our 4,500 board approved 

employees with the knowledge, skills and 

abilities required for the current and future 

needs of the organization. 

We accomplish this objective through the 

extensive training offerings, consulting services 

and organizational support activities we 

provide to the Maricopa Community Colleges 

throughout the year. This report highlights a 

few of the acomplishments for 2006-2007. 

We are proud of the contributions we have made as a department, as well as the contributions of employees who 

partner with us from outside our department, to support learning opportunities for all employees. 

Visit our website at www.maricopa.edu/edu to view all of our programs and services. If you have any questions about 

our services, please contact me at 480-731-8892 or via email at: pat.honzay@domail.maricopa.edu 

Patricia Honzay, Ed.D., SPHR 

Director, 

Employee and Organizational Development

EOD Vision 

The department of Employee and Organizational Development provides support and leadership for Maricopa 

Community Colleges while enabling employees to achieve their personal and professional goals. 

EOD Mission 

Employee and Organizational Development increases the effectiveness of Maricopa Community Colleges and 

its’ employees through organizational development, training and services. The department fulfills this mission 

by providing: 

• Alternative Work Experiences 

• Apprenticeship Program 

Administration 

• Change Management Training 

• Diversity & Inclusion Training 

• Health & Safety Training 

• Internships 

• Leadership Training 

• New Employee Orientation 

• Organizational Consulting 

• Partnership Support 

• Personal Effectiveness 

Learning Opportunities 

• Process Analysis Support 

• Professional Growth 

Administration 

Employee & Organizational Development 

• Professional Learning 

Opportunities 

• Renewal Opportunities 

• Recognition Programs 

• Supervisory Development 

Opportunities 

• Technology Training 

• Volunteer Opportunities 

Employee & Organizational Learning Team 

Michael Bryant – Coordinator 

Beth Eberhardt – Admin Assistant 

Sherrie Faulkner – Manager 

Rory Gilbert – Coordinator 

Organizational Process Analyst Team 

Andy Lenartz – Analyst 

Shirley Lowman – Coordinator 

Gary Mandarino – Coordinator 

*Lisa Seims-Analyst 

Angelica Mihailova – Admin Assistant 

(MAT/PSA PG Coordinator) 

Jacque Starks – Coordinator 

Dee Dee Tapson – Coordinator 

Julie Wechsler – Coordinator 

Emily Weinacker – Coordinator 

Technology Training Services 

Cindy Burns – Office Coordinator 

Paula Connors – Manager 

Heidi Little - Coordinator/Trainer 

*Kathleen Moser - Coordinator/Trainer 

Pamela Williams – Coordinator/Trainer 

Department Support 

*Jennifer Andes – Project Support 

Karen De La Viña – Programmer Analyst 

Patricia Honzay - Director 

Sara McCarthy– Admin Assistant 

*Non-permanent position 

www.maricopa.edu/eod 2

Maricopa Core Competencies 

Maricopa Competency Model Levels 

The following competency categories have been identified as those that 

would address the Mission, Vision, Values, policies and regulations that 

all employees need to know to be safe and successful within Maricopa. 

• Organizational Intelligence 

• Technology Literacy 

• Human Relations 

• Health & Safety 

• Commitment to Professional Excellence 

Organization 

College/Site 

Occupational Cluster 

Role 

Job 

Individual 

The competency model levels and the organizational competencies were shared with and validated by the 

following groups: 

• Employee Development Committee • Diversity Curriculum Advisory Group 

• Regional Training Committee • Covey Facilitator Community 

• Career Council Chairs 

• Risk Management Department 

EOD focused time on identifying the competencies needed for all employees at the organizational level of the 

Maricopa Competency Model. Next, core learning opportunities that address these competencies were identified. 

These competencies and the learning opportunities have been documented to create a Maricopa Core Learning Plan 

(Appendix A, page 31). 

Work will continue with our partners and liaisons to identify additional competencies needed based on work location 

(college/site), occupational cluster, role, and the job held by an individual employee within Maricopa. This approach 

leads to a comprehensive learning plan that can be used to advise employees about learning opportunities relevant to 

their current positions and future career plans. 

Talent Management within Maricopa 

What is Talent Management? Talent management is broadly defined as the implementation of integrated strategies 

or systems designed to increase workplace productivity by developing improved processes for attracting, developing, 

retaining and utilizing people with the required skills and aptitude to meet current and future business needs. Source: 

SHRM HR Glossary of Terms, www.shrm.org 

How are we addressing Talent Management? 

The Talent Management Steering Team consisting of select members from the Chancellor’s Executive Council are 

working with a Talent Management consultant. Together they have developed the following statement to reflect talent 

management within our organization. 

“Talent Management is a conscious and deliberate process of preparing, developing and retaining employees to 

meet the needs of MCCCD now and in the future. It is a system-wide initiative to build a cadre of talent so that 

when opportunities become available, current and potential employees are recruited and selected to fit the needs of 

MCCCD.” 

The Human Resources staff met with the Talent Management consultant and identified the activities the 

organization could address in support of Talent Management. Since the focus of the department is on employee and 

organizational development, a list of services offered by the department that provide support for talent management 

was identified. 

3 Employee and Organizational Development

Typical Talent 

Management 

Practices 

Selection 

Onboarding 

Goal Setting 

Performance 

Management 

Individual 

Development 

Plans 

Professional 


Competency 

Models 

Work Processes 

Career 

Progression Maps 

Career Planning 

Internships 

Job Profiling 

Talent Management Services provided by 

Employee and Organizational Development 

Hire The Best! For Maricopa provides skill development to ensure consistent and effective 

search committee practices (pg. 12) 

New Employee Orientation addressed three of the four levels of onboarding by welcoming 

employees and sharing the vision, mission and values of the organization so the new employee 

can affirm that they have made the right job choice (pg. 8) 

Several personal leadership workshops provide individuals with opportunities to use a goalsetting 

process to link their job goals to the college and Maricopa strategic goals, identify and 

prioritize actions necessary to achieve these goals, and to utilize a planning system to monitor 

and track their effectiveness (pg. 12 ) 

Navigate Maricopa Supervisory Training includes four courses that address Performance 

Management, including Setting the Stage for Employee Success, Conducting Effective 

Performance Conversations, Introduction to Documenting and Correcting Performance and 

Facilitating Effective Performance Evaluations (pg. 9 ) 

The Crafts, Maintenance & Operations, and College Safety professional growth programs are 

administered with support from EOLT. Activities that prepare an individual for positions of 

greater responsibility require an individual career development plan on file to support their 

funding request (pg. 17) 

Maricopa provides a vast array of opportunities for employees to expand their talents 

professionally and personally. Opportunities that address regulatory, compliance and 

technology issues are included. The programs are documented in the Employee Resource 

Guide that is available online for the employee’s convenience (pg. 5) 

The department is capturing the competencies needed at various levels throughout the 

organization. The Maricopa Core Learning Plan was documented to reflect the competencies 

needed by all employees throughout the organization. The competencies address both soft-skill 

and technology skill development areas (Appendix A, pg. 31) 

The Organizational Process Analyst team works with subject matter experts to document 

current processes and facilitate the identification of improvements for the processes, which are 

also documented. Employee talent is best utilized through an efficient and effective process. 

A survey will be conducted with all MAT employees to identify their careers paths as well 

as their involvement in professional development activities that have assisted in their career 

advancement. This information will serve as a guide for coaching other employees. 

Career Connections and Movin’ On Up are two opportunities currently available to assist 

employees in visioning and developing a plan to explore career interests (pg. 18) 

Employee Internships and Maricopa Learns Through Service provide opportunities for 

employees to develop new knowledge, skills and abilities through experiential learning (pg. 18) 

A strategy was developed and implemented to create high-level position profiles describing 

career opportunities within Maricopa that could be used by employees interested in learning 

more about working in a particular area. Surveys and interviews were conducted to develop 

15 distinct job profiles within the Student Services Division which were validated by 

corresponding councils. Data collection and validation will continue to develop high-level 

position profiles for the Academic Affairs and Business Services divisions throughout 2007 and 

2008 (pg. 18) 


Employee Self-Service Registration in HRMS 

Employees can register online for 

training opportunities within the 

Human Resource Management System 

via self-service. Employees can search 

for available training by course name, 

course number, location of the offering, 

date of the offering and owner of the 

offering. Once a course is identified 

through the search process, it is selected 

and submitted for registration. A 

confirmation is auto generated when 

the registration has been completed. 

If the course is full, an employee can 

request to be added to a waitlist. Prior 

to the start of the course, an automated 

reminder is sent to the employee. 

Additionally, the roll-out of self-service 

provides supervisors with the option of 

viewing the training summaries of their 

direct reports online. 

Self-service within the Administer 

Training module of HRMS provides 

easy access to training information for 

all employees. 

HRMS Training Self-Service– 

Enrollment instructions can be found in 

Appendix C on page 36. 

Employee Resource Guide 

Maricopa Community Colleges offer a wealth of professional and personal 

development opportunities for employees. The Employee Resource Guide was created 

to provide employees with a quick reference to the programs. The guide provides a 

brief description of the programs along with the contact information and a website 

address for each program. Forty-eight opportunities are currently identified within the 

guide. The resource guide is also available online at: 

www.maricopa.edu/employeeresourceguide/ 


Employee Recognition 

The District Office Employee and Organizational Development (EOD) and the Maricopa Center for 

Learning and Instruction (MCLI) sponsored an Employee Recognition event on Tuesday, April 10, 2007. 

The event recognized the contributions of 29 employee groups with a total of over 350 employees. The 

employees were recognized for their contributions to employee professional growth and personal development 

throughout the district. Their efforts not only improve the individual performance of faculty and staff, but 

also improves organizational performance and service to students. Some of the employees are in jobs that are 

dedicated to providing this support for others, but the majority of the employees recognized, volunteer their 

time to be of service to others. A complete list of employees recognized can be found in Appendix B, page 31. 


Employee & Organizational 

Learning 

The Employee & 

Organizational 

Learning Team 

(EOLT) develops and 

provides learning 

opportunities to meet 

individual employee 

development 

needs, as well as 

provide consulting 

services designed to 

support Maricopa’s 

organizational 

development 

initiatives. 

Additional 

information is 

available at: 

www.maricopa.edu/ 

learn/ 

EOLT Key Objectives 

• Build the facilitator component of the developmental diversity curriculum, 

MOSAIC, and increase enrollment in all levels. 

• Development of specialized Occupational Health and Safety Training. 

• Expand the employee career development framework component of the 

Creative Pathways Program. 

• Increase enrollment and completion of the Navigate Maricopa Supervisor 

Development Program. 

• Utilize 4 Discipline Model for Covey Community Annual Planning process. 

• Utilize competency models to build training programs and learning plans. 

EOLT has experienced many successes regarding the stated objectives, which are 

highlighted throughout the remainder of this report. Of special note are: 

• EOLT offered a total of 244 workshops with total course enrollment of 5,023 

which represents an increase of 5% in enrollment over last year. 

The increase is most notable in the areas of supervisor development and 

general leadership lesson topics. 

• Over 80% of the EOLT workshop offerings qualify for Faculty Professional 

Growth non-academic advancement credit. 

• Piloted the use of PeopleSoft Self-Serve option for district-wide registration 

process. 

• Developed and piloted Career Connections workshop. 

• Selected and trained MOSAIC Facilitator Community. 

• Covey Community developed and implemented three Wildly Important Goals 

(WIGS). 

• Conducted nine professional growth learning events for Crafts, M&O, and 

College Safety employees. 

• Addition of MAT/PSA Professional Growth Coordinator to support variety 

of programs. 

The services of EOLT are customized to meet the needs of the Maricopa Community 

Colleges’ employees. EOLT contributes to Maricopa’s success by affecting both 

employee success at the individual level and Maricopa at the organizational level. 


Employee Learning 

Formal assessments and surveys are used to 

identify and develop learning opportunities 

that meet the training needs of Maricopa 

employees. This work has resulted in 

additional offerings in the following content 

areas: 

• Supervisory Skills Development 

• Occupational Health and 

SafetyTraining 

• Diversity-related Training 

• Career Development 

• Organizational and Personal 

Leadership Development 

A full listing of all learning opportunities 

offered during the year can be found in 

Appendix D beginning on page 37 of this 

report. 

Organizational Learning 

EOLT provides consulting and customized services designed to support MCCCD’s 

organizational development as well as servicing individual employees’ development 

needs. Additional offerings include: 

• Community-based Learning activities 

• Diversity and Inclusion Training 

• Leadership Effectiveness Training 

A complete list of programs is available at: 

www.maricopa.edu/learn/programs/ 

MCCCD New Employee Orientation 

16 Sessions – 470 New Employees 

Onboarding is a process of setting employees up for success. The process can occur 

at four levels: welcome to the organization, employee affirmation of their decision, 

sharing the vision, mission and values of the organization and connecting the 

employee and the supervisor. 

New Employee Orientation (NEO) addresses the first three levels of onboarding. It is 

conducted for all full-time, one-year-only, and one-semester-only positions throughout 

the District. The orientation introduces employees to the family of Maricopa and our 

Vision, Mission and Values. The Legal Services, Purchasing, and Risk Management 

departments also provide needed information. The Compensation Department assists 

employees in selecting their benefit packages at this orientation. 

Special 

Requests 

91 Workshops – 2,188 

Course Enrollments 

Special Requests 

are workshops that 

are requested by a 

college, department 

or workgroup to 

meet specific needs 

of that entity, e.g., 

timing, content, 

customization, etc. 

Special requests 

may or may not be 

open to participation 

from outside of the 

requesting entity, 

depending on the 

need. 

EOLT provides all supervisors of new employees with a list of actions they should 

take to help the employee acclimate to their new position and to welcome employees 

to their worksite. 


Navigate Maricopa 

Supervisor Development Program 

2005 District Office Innovation of the Year 

58 Session-1100 Course Enrollments 

Navigate Maricopa 

is MCCCD’s 

supervisor 

development 

program designed 

to provide 

employees with 

the fundamental 

skills needed to 

motivate others and 

manage operations 

for organizational 

success. The training 

addresses the needed competencies in the areas of Legal Issues, 

Managing Performance, Sound Business Practices, Innovation, 

and Human Relations. 

During the week of March 26, 2007, the Employee and 

Organizational Learning Team, along with our Subject Matter 

Expert (SME) facilitators, piloted the delivery of the training 

as a 5-day weeklong series. This concept originated as a means 

for new/newer supervisors to be quickly immersed into 

MCCCD’s culture of diversity and inclusion. 

EOLT, in collaboration with college/site liaisons and 

diversity advisory council members, promoted the pilot series 

through word of mouth and targeted marketing emails. 

New supervisors attending the MCCCD New Employee 

Orientation were sent a personal invitation and their 

respective supervisor was copied on the email. The program 

was also featured in the EOLT Fall Learning schedule. These 

participants represented seven colleges/sites, three employees 

groups, and departments ranging from M&O, facilities 

management, IT, Skill Center and Business Services. 

After evaluation of participant feedback and a benefit/cost 

analysis, it was recommended that the 5-day format be offered 

in the Fall, Spring and as a Summer option so that faculty who 

have supervisory responsibilities can also attend. 

Our continued appreciation goes out to the 

Presidents, Vice Chancellors, and Vice Presidents 

for endorsing and encouraging participation in this 

program. Their support has resulted in a steady 

enrollment rate and an increase in the number of 

employees who have completed the 48-hour core 

program. Those completing the core program 

through FY 06-07 are listed below. 

Recognized at the October 10, 2006 

Leadership Breakfast: 

• Jean Bellenger, GCC 

• Bonnie Bryant, PC 

• Karen Russo, GCC 

• Michaelle Shadburne, PVCC 

• Jean Watermolen, MCC 

Recognized at the April 19, 2007 

Leadership Breakfast: 

• Kathleen Bopp, RIO 

• Beth Eberhardt, DO 

• Lily Fultz, PVCC 

• Granville Hogg, 

MCC 

• Heidi Little, DO 

• Linda Lukey, RIO 

• Bruna Martin- 

Carstens, GWC 

• Margie Mesanko, 

CGCC 

• John Naughton, MSC 

• Cynthia Rosales, 

GCC 

• Kent Shadburne, 

PVCC 

• Patrick Smith, DO 

• Emily Weinacker, 

DO 

The Faculty Professional Growth Committee has 

continued to approve Navigate Maricopa for FPG 

non-academic advancement credit. Information 

about the program, including the competencies and 

organizational resources, can be found at: 

www.maricopa.edu/learn/supcore/ 


PARTNERSHIPS 

Supervisory Development 

The supervisory training delivery and instructional development 

is accomplished through key partnerships. Functional area subject 

matter experts (SME) assist to ensure training information is accurate 

and up-to-date. SMEs provide information regarding administrative 

regulations, state and federal regulations, policies, procedures and 

best practices. EOLT provides the expertise to take this information 

and convert it into appropriate training methodologies and 

support materials. Partnerships include: 

• Managing Performance Modules – Employee Relations 

• Hiring The Best! For Maricopa Training Module – Employment/Recruitment 

• FMLA/Leaves of Absence and Fair Labor Standards Act Modules – Compensation 

• Risk Assessment for Supervisors, Risk Assessment Tools for Supervisors, and OSHA: The Supervisor’s 

Role Modules – Risk Management 

• Public Sector Employment and Employment Law Essentials Modules – Legal Services 

• Stewardship of Public Resources Module – Business Services 

The benefits of these partnerships are plentiful and varied. In most cases, the subject matter experts participating 

in these partnerships are also facilitators of their respective modules. Participants have direct interaction with the 

subject matter experts, which adds an essence of practicality and credibility to the content being discussed. 

Employee Development District-wide Group 

EOLT coordinated meetings among the District-wide Employee Development 

Group to provide opportunities for: 

• Sharing “best practices” 

• Collaboration on events or speakers 

• Networking sessions 

• Connecting to the “big picture” of Maricopa 

Meeting Date 

July 18, 2006 

Sept. 12, 2006 

Oct. 24, 2006 

Nov. 28, 2006 

Meeting Topic 

Fall planning schedule, responsibilities, and updates on the 

MLTS and MOSAIC programs. 

Professional Development Activity – Develop ED Group 

Wildly Important Goals (WIGS) for FY 06-07. 

The following wildly important goal (WIG) was 

developed as the basis for all future ED Group Meetings: 

“Grow and cultivate the Employee Development Group 

partnership by sharing ideas, goals, problems, and 

solutions so both organizational and individual college/ 

sites can be successful.” 

Talent Management Initiative Overview 

Dorothy Sisneros as guest speaker 

Draft Competency Model for the role of 

“Employee Developer” 

and 

College/MSC/DO 

Representatives included: 

Brent Bartel – CGCC 

Ellen Horton – EMCC 

Debbie Krumtinger – GCC 

Carolyn O’Connor – GWC 

Jan Davie – GWC 

Erin Blanton – GWC/MSC 

Laura Ballard – MCC 

Arlene Martinsen – PC 

Michaelle Shadburne – PVCC 

Rick Sheets – PVCC 

Sharon Koberna – RSC 

Barbara Bentz – SCC 

Jill Seymour – SMCC 

Michael Bryant – DO 

Beth Eberhardt – DO 

Sherrie Faulkner – DO 

Rory Gilbert – DO 

Pat Honzay – DO 

Julie Wechsler – DO 

Emily Weinacker – DO 


College/Site Partnerships 

Each college/site is assigned an EOLT liaison 

who will serve on committees as an employee 

development resource and/or consultant, assisting 

with the advancement of the college/site’s respective 

employee or organizational development program. 

Partnership activities this year included: 

Chandler-Gilbert Community College Employee 

Development Team – 

Attended employee development committee 

meetings to implement a series of supervisory and 

general workshops supporting college learning 

initiatives. A special project focusing on Emergency 

Preparedness as part of the college’s safety training 

began in the Spring of 2007 and is scheduled to roll 

out in the Fall of 2007. 

District Office – 

Working with key individuals/committees, 

implemented a variety of general and supervisory 

workshops to support on-going employee and 

organizational development efforts. A special project 

focusing on Emergency Evacuation training for all 

visitors and new employees was implemented in 

Spring of 2007 as part of security processes and the 

DSSC New Employee Orientation. 

Estrella Mountain Community College – 

Implemented a variety of general supervisory 

workshops to support on-going employee learning 

efforts. 

Gateway Community College Employee 

Development Committee – 

As part of GWC, the Maricopa Skill Center hosted 

a variety of general and supervisory workshops to 

support on-going employee learning. 

Glendale Community College – 

Implemented a variety of general and supervisory 


efforts. A special project focused on developing 

a training matrix and competency model for the 

employees of the maintenance and operations 

department. The final outcome is slated to be 

available in the Fall of 2007 for implementation. 

Mesa Community College – 

Provided a variety of general and supervisory 


efforts. A special project focusing on the development 

of a Student Services Customer Service Survey was 

initiated in the Fall 2006 that resulted in a set of 

Service Excellence Standards for the division. These 

standards were then mapped to specific training 

requirements for which EOLT provided four of 

the five training topics for all division employees. In 

addition, hosted a MOSAIC series for faculty and 

staff. 

Paradise Valley Community College Employee & 

Organizational Learning Committee – 

Implemented a series of supervisory and general 

workshops to support their learning- centered values 

to include their annual Learning Connections event, 

which represents a partnership with community K- 

12 schools. 

Phoenix College – 

Supported internal leadership development program 

(PC Cubed), Fall and Spring PC Learning Days, 

and implemented various workshops on campus to 

support employee learning. 

Rio Salado College – 

In addition to implementing the Hiring The Best! 

training for hiring supervisors, EOLT test piloted 

the First Aid/CPR classes in collaboration with Rio 

Safety Director as co-facilitator. These events were 

also added to the DO/RIO Wellness Program’s 

event calendar. 

Scottsdale Community College – 

Provided support to the new Employee Development 

coordinator and provided a variety of general 

supervisory workshops to support on-going 

employee learning efforts. 

South Mountain Community College – 

Implemented the complete MOSAIC series and 

continued supervisory, safety, and leadership training 

to support on-going employee learning. 


Personal Leadership Partnership 

This partnership provides a 

group of volunteer employees, 

the MCCCD Covey Community, 

the opportunity to obtain 

training for the purposes of 

facilitating personal leadership 

learning opportunities in 

partnership with EOLT. 

Covey Facilitator Community 

Eileen Archibald – PC 

Brent Bartel – CGCC 

Kathleen Bopp – RSC 

Jan Davie – GWCC 

Sherrie Faulkner – DO 

Sandia Hayes – RSC 

Jennifer Kester - EMCC 

Alicia Martindale – RSC 

Dee Dee Tapson – CGCC 

Emily Weinacker – DO 

This partnership provides a group of volunteer employees, the MCCCD 

Covey Community, the opportunity to obtain training for the purposes 

of facilitating Franklin Covey curriculum as part of EOLT’s learning 

opportunities. 

11 Workshops - 316 Course Enrollments 

Members of the Covey Community facilitated 11 workshops with 

over 316 participants in attendance, in the areas of personal leadership, 

leadership lessons, and supervisory topics. 

2nd Annual Employee & Constituency Group Leadership 

Summit 

The Covey Community provided a one and one-half day leadership 

workshop utilizing the “4 Disciplines of Execution” model. Participants 

consisted of key decision makers from various employee groups, 

constituency groups, diversity coordinators, and Wellness Maricopa. 

Approximately 32 participants worked on identifying their Wildly 

Important Goals (WIGS), linked those WIGS to the MCCCD Strategic 

Directions, built scoreboards to measure their goals, developed plans to 

execute goals, and learned ways to hold each other accountable for goal 

achievement. Here is one participant’s reaction to the activity: 

“This [Summit] reaffirms the importance of all 

of our groups to the organization.” 

(participant quote) 

“I learned something! 

It clarified a sometimes 

mystifying process.” 


“[The] Material was meaningful 

and well presented.” 


Maricopa recognizes the need to hire the best and brightest 

as part of the workforce that will continue to carry out the 

vision, mission, and values of the Maricopa Community Colleges. The Hiring the Best! For Maricopa training provides 

skills development to ensure consistent and effective search committee practices. The collaboration of EOLT with 

Employment & Recruitment subject matter experts and the college/site HR representatives ensures that key questions 

are addressed and everyone in the process is positioned to build the best legacy they can for Maricopa. 


Six Thinking Hats 

The goal of Dr. Edward de Bono’s Six Thinking Hats® is to improve thinking skills through the use of parallel thinking. 

The tool can be used individually or in meetings, resulting in less time needed to develop a quality decision. 

The Six Thinking Hats® achievements to date include: 

• Training made available district-wide. 

• Quarterly on-line newsletter developed to support training participants. 

Putting Training Into Action - The University & College Relations Department approached EOLT with a 

request to support discussion groups for their annual University & College Transfer Week, February 20, 2007. The 

task was to organize small discussion groups for the 100+ participants, and in less than 90 minutes, and generate a 

number of creative ideas on strengthening partnership opportunities and making local Maricopa student services more 

“intentional”. The groups would represent governing board members, vice-chancellors, college & university transfer 

partners, and MCCCD faculty, administrators, and staff who work with and on behalf of Maricopa students. 

In response, EOLT recruited 11 employees who had attended a past Six Thinking Hats training workshop, provided 

each with just-in-time training and together, they managed the small group discussions. 

“I do want to thank all of the facilitators who assisted us yesterday at the 

luncheon…we did get good input from them…Please express our appreciation 

to the team of facilitators who also made a difference yesterday and helped turn 

the activity into a successful one.” (participant quote) 

Years of Service Awards - 623 Recognized 

All full-time regular status employees who are employed for five or more years are recognized for their years of service 

in five-year increments. Service awards range from a certificate and pin to engraved awards. 

07/01/06 through 12/31/06 

Award Number of Awards 

5-year 173 

10-year 79 

15-year 80 

20-year 43 

25-year 31 

30-year 12 

35-year 1 

40-year 1 

Total 420 

01/02/07 through 06/30/07 

Award Number of Awards 

5-year 93 

10-year 49 

15-year 22 

20-year 21 

25-year 12 

30-year 2 

35-year 0 

40-year 1 

Total 203 

13 


Diversity & Inclusion Training 

MOSAIC is a series of six sequential workshops designed for all levels of faculty and staff. Through awareness, 

knowledge, skills and application strategies, participants are provided the opportunity to: 

• Appreciate the importance of being part of an inclusive culture, 

• Strengthen skills necessary for effective intergroup communication, 

• Recognize and respond to harmful (discriminatory, biased or exclusionary) comments, attitudes, behaviors, 

• Increase their understanding of how inclusion affects the entire organization, 

• Plan for positive change at Maricopa. 

MOSAIC Level I – Knowing Ourselves and Others – provides the 

framework for diversity and inclusion at Maricopa. 

MOSAIC Level II – Recognizing Bias and its Consequences – provides a 

deeper understanding of the impact of bias on the faculty, staff, students and 

the organization. 

MOSAIC Level III – Strengthening Maricopa Through Action – provides 

participants with an understanding of their own spheres of influence 

and power in identifying and correcting barriers to ensure an inclusive 

environment for everyone. 

Enrollment in MOSIAC workshops this past fiscal year exceeded 600 participants. To date, there are 102 employees, 

representing various colleges, sites, and employee groups, who have completed the entire 24-hour series. 

MOSAIC Facilitator Community 

In the Fall of 2006, EOLT in collaboration with the Manager of Diversity Initiatives began a volunteer facilitator 

recruitment process. Seven applications participated in a selection process to ensure that they could contribute to the 

growth of diversity training efforts. In January/February of 2007, two EOLT staff and all seven applicants, representing 

different colleges/sites, policy groups and social identities, completed the 36-hour train-the-trainer curriculum to 

become a member of the MOSAIC Facilitator Community: 

Sherrie Faulkner, MAT, EOLT 

Rory Gilbert, MAT, DO 

Paul Harasha, Faculty, MCC 

Nicole Lohrbeer, Adjunct Faculty, MCC 

Suzanne Martin, MAT, DO 

Belinda Ramos, Faculty, CGCC 

Thank you for 

the wonderful 

job you did with last 

week’s MOSAIC... 

You kept it interesting. 

I was able to use the 

material right away.” 


Nina Robinson, MAT, MCC 

Jacque Starks, MAT, EOLT 

Joseph Swaba, MAT, DO 

Dee Dee Tapson, MAT, EOLT 

Amelia Wilson, Faculty, MCC 

These facilitators will co-lead MOSAIC training sessions beginning in the Fall of 2007 and promote the MOSAIC 

program. Facilitators will also receive one-on-one coaching and continued training to support their own development 

in diversity and inclusion. 


Occupational Health & Safety Training 

In collaboration with Risk Management and college/site representatives, Occupational Health & Safety training is 

assessed, developed and implemented throughout the district. Noted below are highlights for the year: 

67 sessions with 430 Course Enrollment 

EOLT conducted 67 open and special request workshops with a course enrollment over 430 employees on a variety of 

health & safety topics. In addition, approximately 492 employees completed the Defensive Driving course administered 

by EOLT. 

The Use of Computer Based Training 

To ensure the widest accessibility to required regulatory training, EOLT, in conjunction with the office of Risk 

Management, hosted a number of web-based courses. Courses made available include: 

• Bloodborne Pathogens Affected Personnel 

• Online Fire Extinguisher 

• Defensive Driving 

Additional Training Topics 

Due the variety of tasks that are performed within Maricopa, there are a number of safety and health regulations that 

may affect large and small populations of MCCCD employees. Over the past fiscal year, these new topics included: 

Risk Assessment Tools for Supervisors 

In collaboration with Risk Management, a four hour interactive course was developed to build on the concept of 

integrated risk assessment and will explore several qualitative assessment tools to identify the best course of action 

in managing risks. Participants learn to evaluate moderately complex case scenarios and, using the tools to assess the 

situation, determine appropriate direction. 

First Aid/CPR/AED 

Heart disease is the number one cause of death in America. In response to this 

statistic, EOLT collaborated with RIO-Wellness to offer training on the updated 

American Heart Association First Aid, CPR and Automated External Deliberator 

(AED) techniques. 

Defensive Driving – Refresher 

In the Fall of 2003, Administrative Regulation #4.14 Motor Vehicle Usage was 

published. It required any employee who is authorized to operate a college or 

district-owned motor vehicle, or vehicle rented, borrowed, or leased for college or 

district purposes to complete and pass this online course every three (3) years. 

Since October 2003, EOLT has coordinated training for nearly 3000 employees (492 of which were trained this past 

fiscal year). In collaboration with Risk Management, EOLT sent refresher notices to over 310 employees during the 

months of May and June, 2007. Refresher training will reach its peak in September and taper off in the Fall. 

15 


Confined Space Entry 

On May 17-18, 2007, a hands on confined space workshop was held at PVCC to fulfill the requirements of OSHA 

regulation 29 CFR 1910.146. At the end of the session, the four employees worked together to complete two handson 

scenarios in an actual confined space. This training is intended 

to be offered at other colleges in the next fiscal year. 

District Office Evacuation Training – Online 

In the Spring of 2006, EOLT trained more than 450 District 

Office employees in emergency evacuation. These one hour 

training sessions explained the employee’s role during an 

evacuation emergency, the purpose of the Emergency Response 

Team, the location of the District Office primary Assembly Point, 

and general head count procedures. 

To ensure evacuation training continuity over time, EOLT developed 

an on-line orientation for DSSC employees that takes about 10 

minutes to complete. The orientation includes a workbook, site 

specific video (featuring Dr. Glasper), and a registration page that 

allows the documentation of employee participation. 

In addition, EOLT facilitated a new registration requirement for 

visitors entering the building. Visitors are required to participate in 

a 2-minute evacuation orientation as they sign in. The orientation 

briefly explains the building evacuation procedures and identifies the 

location of the primary Assembly Point. These instructions were also 

incorporated on the back of the visitor badge received as visitors sign in. 

Health, Safety and Environmental Training Matrix 

Glendale Community College Facility Maintenance Department and EOLT worked to begin work on a comprehensive 

Health, Safety and Environmental (HSE) training matrix. The matrix identifies the required training for new and 

existing M&O employees. The matrix consists of training elements required by various regulatory agencies (OSHA, 

ADEQ, DOT, etc). The document also lists any Maricopa Community College, Glendale Community College and 

M&O specific training requirements. In some cases, a job hazard assessment or personal protective equipment (PPE) 

assessment will be required to uncover task specific training requirements. Work is underway to begin conducting 

PPE hazard assessments for all M&O tasks. In the end, training and PPE requirements for employees conducting 

specific tasks will be available and could serve as a training model for other college/site M&O departments. 

Apprenticeship Committee 

Administrative and learning support was provided for the Apprenticeship Committee, which included: 

• Coordinating and attending regular committee meetings. 

• Contributing to policy manual revisions. 


Professional Growth Program Support 

EOLT representatives meet with policy group professional growth committees on a monthly basis to provide 

administrative and coordination for a variety of professional growth activities including; workshops/seminar/ 

conferences activities, tuition reimbursement, annual conference and/or learning event planning, paid education leave/ 

sabbatical programs, professional internship program, and educational incentive program processes. 

Crafts, M&O, and College Safety Professional 

Growth - 369 Applications Processed 

Crafts – Processed 123 applications with 

a total expended of $86,734.75 (39% increase) 

o Conducted the following interal Crafts 

Learning Events: 

• Electrical Safety 

• Concrete Artisan Class 

• Aerial Lift Workshops 

• Variable Frequency Drives 

M&O – Processed 207 applications with a total 

expended of $68,402.63 (27% increase) 

o Conducted the following internal M&O 

Learning Events: 

• Essentials of Custodial & Housekeeping 

Maintenance 

• Locks seminar 

• Floor Care: Cleaning & Restoration 

• Aerial Lift Workshop 

College Safety – Processed 39 applications with a 

total expended of $19,177.08 (66% decrease) 

o Conducted the following internal Safety 

Learning Event 

•Krav Maga Self-Defense 

“These learning events 

provide our employee group 

with functional training for 

the workplace.” 


MAT and PSA Professional Growth 

Short-term and long-term support needs for each professional 

growth program were developed through a collaborative effort. 

The initial achievements are highlighted below: 

PSD (Professional Staff Development) 

Accomplishments: 

o PSD Budget adjustments that allowed awarding all 

applications on the waiting list. 

o Implemented immediate changes to PSD to 

streamline processes and improve tracking. 

-Developed new spreadsheet database that 

accommodates immediate operational needs. 

-Modified accrual process by replacing multiple 

paper formats with electronic information. 

-Completed Year End reconciliation process 

-Prepared accrual list for tuition/books 

reimbursement (64), and travel (1) 

MAT PG (MAT Professional Growth) 


o Completed Year End process: 

-Reconciled/closed 99 travel records 

-Prepared accrual list for tuition/books 

reimbursement (30), and travel (2) 

o Created flow chart of travel reimbursement process, 

which helps in travel reconciliation process. 

o Established contact with purchasing department to 

receive monthly Pro Card reports. 

Overall MAT and PSA Professional Growth 


o Records Retention Schedule 

o Developed system for storage and disposal of hard 

copy records for MAT & PSA professional growth 

programs 

o Streamlined the accrual process 

17 


Experiential 

Learning 

The Creative Pathways Program is an 

experiential employee development 

program designed to provide eligible 

Maricopa employees with opportunities 

to expand their knowledge, increase their 

expertise, experience renewal, and to engage 

in the lifelong learning process. Employees 

work toward personal and professional 

goals, while at the same time contributing 

to the achievement of the educational objectives of Maricopa. For more 

information on the various offerings of the Creative Pathways Program, or 

to access the on-line newsletter, please visit: 

www.maricopa.edu/comm/pathways 

Career Development System: 

This offering is designed to help employees learn about Maricopa career 

options so they can create and implement personal and professional 

development plans. To ensure the most current practices in career 

development, collaborative partnerships have been developed with the 

District-wide Career Council and District Employment & Recruitment 

subject matter experts. Current workshops include Movin’ On Up, which 

focuses on navigating the current Maricopa hiring process to enhance 

mobility opportunities, as well as Career Connections, which focuses on 

visioning and developing a plan to explore career interests and options. In 

total, 169 employees have attended one or more of these two workshops. 

Employees can also access an online resource, Tips for Securing 

Employment within Maricopa Community Colleges at: 

www.maricopa.edu/eod/secureemployment/ 

This resource provides access to helpful tools to assess individual career 

interests. It also provides tips on preparing a resume, applying for a position 

and preparing for the job interview. 

Maricopa 

Learns Through 

Service (MLTS): 

MLTS provides employees with 

the opportunity to accomplish 

both personal and professional 

development objectives through 

service in the community. 

Employees are provided up to 6 

hours per month to participate in 

community based learning activities. 

Participants can select a non-profit 

community partner where they wish 

to serve for the purpose of gaining 

new knowledge, skills, and abilities 

while, at the same time, making a 

contribution to the agency. There are 

currently in excess of 30 community 

partnerships available from which 

employees can choose. A complete 

list can be found at: 

www.maricopa.edu/comm/ 

pathways/commpartners.php 

When asked if the involvement 

in this program impacted the 

participant’s opinion of MCCCD as 

an employer, they responded, 

“Yes! I would not have been able 

to serve in this capacity outside of 

work time... This is a win-win for 

MCCCD and employees to grow 

and be satisfied in their job.” 


“I was able to learn a different job 

that I initially thought I would 

be interested in as a career. Being 

placed in it gave me the opportunity 

to evaluate that it is actually a 

career I wish to partake in.” 


Employee Internship Program: 

Employees have the opportunity to develop new knowledge, skills, and 

abilities through experiential learning. Placements, both internal and external 

to Maricopa, range from part-time to full time for a maximum of six months. 

(Please See Appendix E on page 40 for the descriptions of this years’s 

placements). 


Organizational 

Process Analysis 

Team 

Vision 

Mission 

Continuous process improvement, innovation, and 

standardization will be a valued part of the MCCCD culture. 

As a provider of business process analysis services the OPAT is committed to infusing 

continuous process improvement, innovation, and standardization throughout MCCCD 

by: 

• creating and promoting an innovative business process analysis methodology 

• continuing to enhance the innovative methodology by anticipating the needs 

of Maricopa’s changing environment 

• providing employees with training, coaching, and project oversight 

• facilitating the development of best practices by encouraging collaboration 

among colleges and between departments 

• advocating employee empowerment to continuously analyze processes and 

implement improvements 

• ensuring that processes add value for the customers and exceed MCCCD 

quality standards 

The Team Values 

• collaboration – sharing work, responsibility, and resources to accomplish 

common goals; 

• innovation – the introduction of new or novel approaches. 

• learning – the acquisition of knowledge and skills for both ourselves and our 

customers; 

• standardization – developing consistent processes throughout MCCCD 

19 


OPAT Key Objectives for 

2006-2007 

• Develop the Business Process Analyst Training 

and Coaching methodology to increase efficiency 

and effectiveness of District-wide business process 

analysis 

• Develop a Business Process Analyst training course 

• Develop a Project Champion training course 

• Develop a Team Member training course 

• Develop an Advanced Business Process Analysis training course 

• Redesign the OPAT website 

• Promote and build enrollment for the OPAT training courses 

• Train employees to be Analyst Trainees 

• Coach analyst trainees during business process analysis projects and 

provide project oversight 

The accomplishment of the stated objectives are explained in more detail below. 

Business Process Analyst Training and Coaching 

Historically, the OPAT conducted and managed business process analysis and 

documentation projects through facilitated sessions with business area expert process 

improvement teams. This methodology proved successful over the years resulting 

in many improved processes throughout the District. However, with only three 

analysts available to work on business process improvement projects, the team could 

only manage three projects simultaneously. It was anticipated that, with the growing 

demand for business process improvement throughout MCCCD, the team would 

eventually be forced to decline projects based on the limited number of available 

analysts. 

The OPAT continually strives to improve its own processes and services through 

the discovery and development of new and innovative ideas. The OPAT values 

continuous improvement, not only for its customers, but also for its own business 

processes. Many hours of brainstorming, planning, and development took place 

resulting in a new concept for the team that leverages the time and expertise of the 

OPAT analysts by allowing them to train employees to perform their own business 

process documentation and improvement projects. The OPAT continues to perform 

its roles, as in the past, but now becomes a teacher and coach to department and 

college Analyst Trainees. As the trainee becomes more proficient in the skills 

required to facilitate, analyze, and manage projects and business processes, the OPAT 

analyst’s role and time commitment can gradually decrease, freeing the OPAT analyst 

for additional projects. To accomplish the training of employees to become Analyst 

Trainees, the OPAT developed the Business Process Analyst Training and Coaching 

program that includes Business Process Analyst Training and at the conclusion of the 

course coaching by one of the OPAT analysts. Both the training course and coaching 

is free of charge for college and District Office departments. 

OPAT Website 

Another of the objectives 

for the fiscal year was 

to redesign the OPAT 

website. In support of 

the new Business Process 

Analyst Training and 

Coaching methodology, 

the OPAT website was 

enhanced to include 

information about the 

new methodology; an 

analysis resource page; 

and the updated OPAT 

Mission, Vision and 

Values. Another key 

aspect of the redesign 

was to give the OPAT 

website the standardized 

appearance of other 

MCCCD webpages. To 

see the updated website 

and to find out more 

about the Organizational 

Process Analysis Team 

visit: 


businessprocessanalysis/ 


Business Process Analyst Training 

Course 

This 12 hour, three-day training program provides an overview 

of business process analysis projects, preparation of project 

participants for change, and facilitation skills to manage even the 

most challenging teams. It also provides the basic instructions 

for documenting and improving business processes, managing 

projects from beginning through completion, and preparing 

project deliverables so that they are understandable and useful. 

Once the class is completed, each Analyst Trainee will be paired 

with a Senior Organizational Process Analyst, who will provide 

ongoing support and coaching throughout the duration of the 

business process improvement projects. 

Project Champion Course 

This two hour course is designed for the leadership of departments that will be 

completing Business Process Analysis projects. The Project Champion Training course 

covers the role of a Champion, an overview of Business Process Analysis and change 

management, as well as a brief discussion of what is taught in the Business Process 

Analyst Training Course. 

Project Team Member Training Course 

This one hour course is designed for departmental staff members who will be working 

on Business Process Analysis project teams. The Team Member Training course 

provides a brief overview of Business Process Analysis, and explains the responsibilities 

of a Team Member so that they are fully prepared to contribute on Business Process 

Analysis projects. 

Completed Training Courses 

Since January of 2007, the OPAT analysts have taught five training courses, with 

22 employees having completed the training. Several of the employees who have 

completed the training courses are beginning, or are well into, their own business 

process analysis projects. To find out more about the training courses, course 

descriptions, and course objectives visit: 

www.maricopa.edu/businessprocessanalysis/training.html 

Course 

Completers 

Business Process Analyst 

Training: 

John Adler, MCC 

Steve Goozdich, DO 

Kathy Hunt, DO 

Sara McCarthy, DO 

Alyssa Brown, DO 

Jessica Green, DO 

Leisa James, DO 

Brachel Mejia, DO 

Elliott Cherner, DO 

Lupe Gutierrez, DO 

Mike Kapadya, CGCC 

Angelica Mihailova, DO 

Rich Cohn, DO 

Christine Hall, DO 

Rich Lang, DO 

Lorie O’Brien, DO 

Rory Gilbert, DO 

Glenda Humes, DO 

Sue McCann, DO 

Edgar Ramirez, DO 

Project Champion: 

Earl Monsour, DO 

Don Outland, DO 

21 


Renewal 

The Renewalprogram provides funds for proposals that address one or more of the 

following: 

• Organizational Learning 

• Individual Learning 

• Collaboration 

This past year the program provided funds towards activities that included 

participation by 833 employees. Each year employees initiate exciting and creative 

ways to ‘renew’ themselves, their colleagues, or the organization. Sometimes the 

Renewal program provides the ‘seed’ money to test and demonstrate the validity of a 

new collaboration for learning. 

Recipients of Renewal funds write reports to describe their respective initiatives. The reports can be found on the 

Renewal website: 

www.maricopa.edu/renew/ 

The Renewal program provided funding to support the following events and activities: 

Activity 

# of Participants 

GateWay Division Chair Retreat 10 

Great Minds Phychology Conference-GCC 9 

Myers-Briggs on-Site Training 30 

MCC PSA Retreat - Follow the Yellow Brick Road 104 

Reinvigorating Estrella Mountain Student Services Passion 76 

The Academic Public Library Joint Use Experience-SMC 122 

Faculty and Professional Learning Community Program Retreat-MCC 51 

Screening Tool Implementation in the Early Childhood Setting-PC 23 

Maricopa Testing Services Retreat-PVC 35 

Student Affairs-Service Excellence-MCC 328 

Arbinger Institute: Focus on Results for Maricopa-MCC 1 

PVC Counselor/Advisement Retreat 19 

Focus on Out of Classroom Learning at PVC 52 

CGCC Division Chair Council Retreat 13 

CGCC Academic Secretary Team Retreat 10 

Total Number of Participants 833 

Myers-Briggs Type Indicator (MBTI) 

Each year the program provides funding for a district-wide initiative. The past year, funds were used to provide 

an opportunity for qualified individuals to become certified in administering and debriefing the MBTI under 

the umbrella of the Maricopa County Community Colleges. The participants completing the program will be 

an asset to the long term revitalization of the district and its employees. These individuals can be called upon to 

lead workshops, trainings, groups and one-on-one career counseling/coaching/advising sessions as well as session 

training, through a better understanding of oneself, individuals will have a better awareness of how to apply the 

district’s values in their daily tasks, and how to apply their talents to support cultural change. 


Technology Training Services 

Vision 

Technology Training Services is dedicated to improving employee 

job performance at all levels by exceeding expectations in the areas 

of technology training, instructional design, and customer support. 

Mission 

Technology Training Services provides leadership and support to 

the Maricopa Community College District as we implement new 

technologies that address challenging administrative needs and 

educational standards. We design, develop, and deliver the highest 

quality in-service technology training, materials, and support to all 

of the employees of the Maricopa Community Colleges. To fulfill 

this mission we: 

• Provide responsive and accessible technology training on a 

variety of administrative systems and desktop applications. 

• Design and develop comprehensive training and reference 

materials. 

Technology Training 

Services designs, 

develops, and delivers 

quality technology 

training and materials 

to all of the employees 

of the Maricopa 

Community Colleges. 

We also provide posttraining 

support in the 

form of help hotlines 

and Open Lab one-onone 

help. 

For additional 

information visit our 

website at: 


training/ 

23 

• Provide technology training support in a variety of ways 

including telephone helplines, one-on-one assistance, online 

help, troubleshooting, consultation, and referral services. 

• Support the colleges’ technology training efforts by delivering on-site 

technology training, delivering Train-the-Trainer sessions, and providing 

training materials. 

• Provide leadership and support to the teams implementing new technologies 

and administrative systems within the organization. 

• Cultivate positive partnerships with our colleges to meet and exceed their 

training needs and expectations. 

• Collaborate with organizational teams to develop strategies to meet future 

technology training needs. 

• Chair and host the Regional Training Committee (RTC) to collaboratively 

develop training strategies, maintain technology training consistency, and 

overcome the challenging technology training needs throughout the District. 

• Expand and update our knowledge and skills in the areas of technology, 

training, and instructional design. 


Training Materials Development 

Training materials are designed and developed to address the specific needs of Maricopa. 

Utilizing instructional design principles, materials are developed to support technology 

implementation projects and desktop productivity. The materials are shared with the college 

trainers and helpdesks. Employees have access to all of our training materials on the TTS 

website. TTS designed and developed these instructional materials: 

• HRMS Time & Labor materials (handouts, presentations, video tutorials, quickreference 

cards) 

• Major Revision of CFS Creating Requisitions Manual 

• Major Revision of CFS Performing Inquiry Functions Manual 

• Major Revision of Advanced PowerPoint Manual 

• Major Revision of Desktop Management Manual: Computer Basics, File Manage 

ment, Data Management, and Virus Management 

Train-the-Trainers 

TTS designs, develops, and delivers Train-the-Trainer sessions to college trainers and 

implementation teams. These sessions are in-depth, hands-on training workshops for 

new administrative systems, new desktop applications, and new functionality within these 

technologies. This training also includes important “trainer” information necessary for 

successful on-site training and consistent support including trainer preperation, training 

environment preparation, trouble-shooting, and work-arounds. 

This year TTS provided the following Train-the-Trainer sessions: 

• Time & Labor Employee Time Reporting Demonstration 

• Time & Labor Manager Approving Time Hands-On Training 

• Time & Labor Administrative Overview Presentation 

• Elluminate Moderator Functions 

Administrative Systems and Desktop Productivity 

Technology Training Services provided training, materials, and support for Maricopa 

administrative systems and for Maricopa’s desktop productivity software. These include: 

Desktop Applications 

Support: 

• Microsoft Office Suite 

o Access 

o Excel 

o PowerPoint 

o Word 

• Dreamweaver 

• Publisher 

• Photoshop Elements 

• Desktop Management 

Administrative Systems: 

• College Financial System 

• Calendar 

• Human Resource 

Management System 

• Maricopa Electronic 

Messaging System 

• Personal Administrative Tool 

• Phones and Voice Mail 

• Web Financials 

• Web Mail and Web Calendar 


HRMS Time & Labor 

Implementation 

Sucessfully completed - May 2007 

3,600 employees participated in training 

Technology Training Services worked collaboratively with the HRMS Project Leadership Team, Information 

Technologies Services, the District Human Resources departments, the College Human Resources departments, and 

the Regional Training Committee for the successful implementation of the Time & Labor feature of HRMS. Time & 

Labor is the online time reporting process replacing the paper process for absence, exception, and time card reporting. 

The Training Strategy included Administrative Overviews presented prior to implementation to the colleges’ 

administration including the Chancellor’s Executive Council. These Administrative Overviews provided information 

on Time & Labor, its impact on the college, the college pre-requisites for a successful implementation, and the training 

strategy for that particular college. 

Two unique training sessions were developed for Time & Labor: Employee Time Reporting Demonstrations and 

Manager Approving Time Hands-on Training. All of the training was delivered on-site at the colleges by Technology 

Training Services. 

TTS also delivered an online Employee Time & Labor training demonstration using Elluminate, a web conferencing 

and e-learning tool. This was an opportunity for employees who had missed the training at their colleges to participate 

online from any location. The feedback from this session was very positive! 

Open Labs were an important part of the successful implementation. Open Labs provided employees with 

opportunities to practice Time & Labor hands-on and to receive assistance and support from trainers and HR 

personnel. 

TTS created the following HRMS training materials for Time & Labor: 

• Logging into HRMS video tutorial 

• Board-Approved Employee Time Reporting Quick-Reference Card 

• Board-Approved Employee Time Reporting Video Tutorial 

• Temporary Employee Time Reporting Quick-Reference Card 

• Temporary Employee Time Reporting Video Tutorial 

• Manager Approving Time Quick-Reference Card 

• Manager Approving Time Video Tutorial 

• Administrative Overview PowerPoint Presentations & Handouts 

• Employee Time Reporting Demonstration PowerPoint Presentations & Handouts 

• Managing Time PowerPoint Presentations & Handouts 

The Time & Labor implementation started in October, 2006, with a Time & Labor Kick-off, and was successfully 

completed in May, 2007. Over 3,600 employees were trained during that time. 

25 


Special Requests 

Adult Basic Education Faculty Technology 

Training 

This training was important for meeting professional 

development requirements to renew the state funding 

for programs and services. Technology Training 

Services delivered the following training sessions at 

various locations: 

• Desktop Management XP 

• Dreamweaver MX 

• PowerPoint XP 

All workshops were customized to meet the needs 

of the faculty. Approximately 40 adjunct faculty 

members were trained. Each was provided a certificate 

of completion to meet the professional development 

requirements of the state. 

Arnette Ward and Chancellor Glasper 

– Beyond Boundaries Community Project 

Technology Training Services provided PowerPoint 

support and assistance to Arnette Ward for a 

community presentation. In Arnette’s words, 

“I extend a heartfelt thanks for the excellent assistance 

and support rendered to us in preparation and 

implementation of the 2007 BB EEZ Dialogue 

Session...was accommodating, understanding and 

knowledgeable regarding my needs...was also available 

for to assist if we needed technical expertise.” 

“Once again, your staff has helped us to 

clarify and present information on one of 

the Chancellor’s twelve Beyond Boundaries 

Vision Goals that was outlined in his 

2004 Beyond Boundaries Vision Goals 

speech that laid the groundwork for the 

development and implementation of his 

vision for Maricopa Colleges and the 

district. Thank you so much for always 

saying yes to us. We needed your help.” 

(service requestor quote) 

College Financial System (CFS) Training for ITS 

Staff 

The ITS managers needed to know how to log into the 

CFS system, access their Notifications screen, review 

requisitions, and approve and reject requisitions. We 

tailored the training to meet their specific needs. 

Time & Labor Training for KJZZ and KBAQ 

Employees 

TTS provided the Time & Labor training for all of 

the KJZZ and KBAQ employees and managers. TTS 

delivered an Employee Time Reporting Training 

Demonstration presentation and a hands-on Manager 

Approving Time training session. 

Time & Labor Overview for Workforce 


Workforce Development requested an Employee 

Time Reporting Overview and Demonstration to be 

delivered at a regularly scheduled staff meeting. The 

TTS trainer provided the Director with hands on help 

with Time & Labor. 

Training Delivery – 

Instructional Strategies for New 

Trainers 

More and more, employees are being given training 

responsibilities in addition to their current job 

responsibilities. Although these employees are subject 

matter experts in their areas, they are not experienced 

in delivering training. This training is designed to 

prepare employees to be trainers. 

The focus of this training is on instructional strategies 

that foster a deep approach to learning. Desired 

outcomes of the training is to have employees deliver 

more effective training and to feel more confident 

in delivering training. Training topics include wellwritten 

objectives, information processing, instructional 

strategies, learning styles, evaluation, and trainer 

elements. 


Elluminate Pilot 

Project 

Elluminate is a web-conference and e-learning tool. 

Through the Maricopa Center for Teaching and 

Learning, our District piloted a study to determine the 

usefulness of Elluminate in teaching and learning. TTS 

participated in the pilot by delivering a Regional Training 

Committee (RTC) meeting and Time and Labor 

Training using Elluminate. 

During the RTC meeting, information was presented using PowerPoint, audio and written discussions took place 

using headsets and a chat option, and a demonstration of the new online Time & Labor feature of our Human 

Resource Management System was provided. The entire meeting was quite successful! Following the meeting, 

the college trainers were interested in the Elluminate tool. They requested a training session on how to use it as 

moderators. 

For the Train-the-Trainer session, each trainer was required to obtain an Elluminate vRoom. This was so the 

trainers could have a hands-on experience with the moderator functions rather than a view-only demonstration of 

the functions. During the training, the college trainers were able to follow right along and practice all the moderator 

functions in their own vRooms. 

Also as part of the pilot, and to test employee e-learning interest, TTS delivered an online Employee Time 

Reporting Demonstration using Elluminate. The same activities listed above for the RTC meeting took place in 

this session as well -- PowerPoint was used to present information, discussions and questions and answers were 

communicated easily using headsets and the chat feature, and the demonstration of the system was successfully 

delivered. 

One-on-One Support 

TTS provides one-on-one assistance on administrative systems and desktop applications. This service provides 

the opportunity for employees to receive individual training, support, and assistance on specific projects. Most 

of the one-on-one assistance is provided during the Open Lab sessions held on Fridays. On occasion, training is 

provided in a user’s office via appointment. Listed below are the employees that took advantage of this opportunity. 

Employees are from the District Office unless otherwise noted. 

• South Mountain and Scottsdale HR representatives – Time & Labor Q&A 

• Create links in table of contents using Word 

• Time & Labor hands-on help: logging into HRMS, reporting employee time, approving others’ time (6) 

• Creating a Distribution List in Voice Mail System 

• Assistance with a PowerPoint and DreamWeaver project 

• Assistance with an Excel project 

• Access Database Development (3) 

• Calendar training 

• Creating CFS requisitions and using Web Financials to view and track online department budget (3) 

• Using Web Financials to view and track online department budget, using CFS to track requisitions and 

purchase orders (2) 

• Consultation and assistance with creating a database for an MCLI project; i.e., needs analysis, determining 

best 

27 


On-Site Technology Training 

On-site training is a tremendous support for the 

colleges. TTS delivers on-site training for Maricopa’s 

administrative systems. We also deliver additional 

on-site training on a variety of applications by special 

request. 

Courses Offered 

Course Description 

Access XP 1 

Access XP 2 

Access XP 3 

Advanced PowerPoint XP 

Approve online RPS 

Calendar I 

CFS Creating Requisitions 

CFS Inquiry 

Creating online RPS 

Dreamweaver I 

Dreamweaver II 

DSS Intro 

Excel XP 2 

Excel XP 3 

Excel XP1 

Managing Time Online 

Online Time and Labor 

Photoshop Elements I 

Photoshop Elements II 

PowerPoint 2002 XP 

Publisher XP 1 

Publisher XP 2 

Time & Labor Train the Trainer 

Time Reporting Demo 

Training Delivery Workshop 

Word Forms 

Total course 

enrollment 4876 

Partnerships 

Technology Training Services builds and maintains 

partnerships with colleges, departments, and project 

implementation teams throughout MCCCD. 

This collaborative approach provides support, 

communication, and consistency for the challenges of 

constantly changing technology. Partnerships exist 

with the following teams: 

• Human Resource Management System Project 

Team 

• District Human Resource Departments 

• Information Technologies Services 

• College Human Resources Groups 

• Regional Training Committee 

• CFS Team including Business Services and 

Purchasing 

• MEMO Team 

• District Office HelpDesk and Desktop Support 

Team 

• District Emergency Response Committee 

College Financial System (CFS) 

Upgrade 

This year the College Financial System was upgraded. 

Partnerships with the CFS Team and the Regional 

Training Committee were used to communicate 

important information about the upgrade – including 

the need for all CFS users to install a new Jinitiator. 

The upgrade required TTS to rewrite the CFS 

Requisitions training manual and the CFS Inquiry 

training manual. All new materials were uploaded to 

the TTS website for easy access by all users. 

Phone Support 

Phone support is an extensive part of TTS daily 

responsibilities. Phone support and trouble-shooting 

are provided on administrative systems and desktop 

applications to all employees. Calls vary widely in 

complexity. Each user’s problem is analyzed and 

resolved as quickly as possible. Four Help Hotlines are 

available. 


Technology Training Center 

The Technology Training Center (TTC) was a computer lab equipped with 24 computers and an instructor station. 

TTS was redesigned, replacing plain tables with multi-use work stations. The computer monitors fold down into the 

tables so that the tables have a flat surface and can be used for other types of training and meetings. The TTC has 

been transformed into a multi-purpose room! 

We hosted an Open House to give employees an opportunity to try out the new work stations. Due to the redesign, 

the TTC lab was used even more often ever than before. Groups that used the TTC this year included: 

• Adult Basic Education (RIO)- PowerPoint Training 

• BlackBoard Team- Monthly Meetings 

• Business Services- Budget Development System 

• College Financial System Team- Meetings & Training 

• Employee and Organizational Development (EOD)- Course Map Development 

• Employee and Organizational Development (EOD)- Online Course Review 

• Employee and Organizational Learning Team (EOLT)- Hire the Best! Training 

• Health Care Education- Preceptor Training 

• Information Technology Services - CMMS Administrator Training 

• Information Technology Services- Open View Training 

• Information Technology Services- Resource 25 Training 

• Institutional Effectiveness- Decision Support System Training 

• Leadership Academy- CFS Training 

• Library Technical Services- Library System Training 

• Marketing- Bacon’s Media Source Training 

• Organizational Process Analysis Team- Meetings and Training 

• Regional Training Committee- Train-the-Trainer Sessions & Monthly Meetings 

• Student Affairs-Advisors Training 

• Student Information System- Training & Meetings 

29 


Regional Training 

Committee 

Technology Training Services coordinates and leads 

the Regional Training Committee meetings. This 

committee – comprised of a training representative 

from each college and the TTS Staff – is a forum 

for discussing technology training needs and issues. 

Monthly meetings provide opportunities to increase 

members’ knowledge and understanding of training 

strategies, administrative systems, online learning, 

and other technology and training-related issues. 

The RTC promotes information and materials 

sharing, education, communication, collaboration, 

troubleshooting, and technology training consistency. 

Regional Training 

Committee Members 

Chrystle Hall- PVC 

Cindy Burns- DO 

Deborah Krumtinger- GCC 

Dennis Topel- GCC 

Heidi Little- DO 

Jo Appogast- SMC 

Julie Magadan- PC 

Karen Gurney- SMC 

Kathleen Moser- DO 

Mark Baldwin- RIO 

Monica Castellano- RIO 

Pamela Williams- DO 

Paula Connors- DO 

Ron Schilling- SCC 

Regional Training Committee 

Meetings 

September 5th 

Agenda 

HRMS Update 

TTS schedule 

CFS Web Financials 

UPK Developer 

Blackboard 

Elluminate (web conferencing) 

October 3rd 

Agenda 

Train-the-Trainer Session - Reporting Time 

Online 

Train-the-Trainer Session - Managing Reported 

Time Online 

November 7th 

Agenda 

HRMS Time & Labor Update 

Blackboard 

Elluminate Live! 

Podcasting 

Talent Management Initiative 

February 6th 

Agenda 

Elluminate Overview/Tutorial 

SIS Training Issues 

UPK Tool 

HRMS Update 

Training Schedule 

HRMS Materials Review 

CFS Upgrade During Spring Break 

New Jinitiator Required – Automatic Download 

College Items 

Elluminate Feedback/Evaluation 

April 3rd 

Agenda 

HRMS Time & Labor Update 

Elluminate Time & Labor Demonstration 

CFS Changes and Materials 

TTS April-May Schedule 

May 1st 

Agenda 

HRMS Update 

Brief Poll on Office 2007 and Vista 

Elluminate Moderator Training 

Elluminate FAQ’s. 


Appendix A: Maricopa Core Learning Plan 

Organization 

College/Site 

Occupational Cluster 

Role 

Job 

Individual 

Within Maricopa, Talent Management is a conscious 

and deliberate process of recruiting, preparing, 

developing, and retaining employees to meet the 

needs of MCCCD now and in the future. 

Employee and Organizational Development has 

identified Core Competencies that all employees 

should possess within their first 12 months of 

employment to carry out the Vision, Mission and 

Values of Maricopa. The core competency categories 

include: 

• Organizational Intelligence 

• Technology Literacy 

• Human Relations 

• Health & Safety 

• Commitment to Professional Excellence 

This document lists the courses that address the 

Core Competencies and is a tool to use to plan and 

track progress towards developing the desired 

organizational level competencies. To obtain this 

training during the first 12 months of employment, it 

is recommended that each employee work with their 

supervisor to identify the best time to complete the 

training. 

Registration for the courses can be completed online at 

www.maricopa.edu/hrms. Course descriptions, course 

schedules and a transcript of courses completed are also 

available at this site. 

Competency/Core Courses Hours Desired 

Semester 

MCCCD Governance/Workplace/ 

Structure /Culture 

MCCCD New Employee Orientation (NEO)* 4 

MCCCD 101: Foundations (Online) 2.5 

Legal Issues: Public Sector Emp. (Online) 3 

MCCCD Public Stewardship 2 

Technology Literacy 

Technology Literacy Guide (Self Paced) 6 

Understanding Self and Others 

MOSAIC IA: Knowing Ourselves & Others 4 

MOSAIC IB: Knowing Ourselves & Others 4 

Communication Skills 

Communication Skills Boot Camp 2.5 

Managing Conflict 

Conflict Management Styles 3 

Regulatory Proficiency 

Emergency Preparedness 1 

Hazard Communication 3 

Fire Extinguisher Use & Care (Online) 1 

Workplace Violence Prevention 2 

Defensive Driving Course (Online) 1.5 

Unqualified Electrical Safety 1 

Access to Exposure & Med Records (Online) 0.25 

Change Management 

Are You Change Ready? 2.5 

Professional & Personal Development 

Career Connections 2 

Self Leadership Core 

Becoming an Asset to Maricopa 4 

Total Hours 45.25 49.25 

*Only for new employees 

Please send questions to 

employee.development@domail.maricopa.edu 

or call 480.731.8209. 

The Maricopa County Community College District is an EEO/AA institution. 

Revised 9/12/2007 

31 


Appendix B: Employees Recognized 

Appendix B - Employees Recognized 

The individuals listed below were honored at a recognition luncheon on April 10, 2007, hosted by Employee and 

Organizational Development and the Maricopa Center for Learning and Instruction. They were recognized for their 

contributions to the personal and professional development of the employees of Maricopa Community Colleges. The 

contribution of these individuals promotes the mission and vision of the Maricopa Community College District. 

Adjunct Faculty Professional Growth Representatives: 

Sheila Brandt SCC Linda Keyes EMC Liz Price CGC 

Linda Canez MCC John Lampignano GWC Jill Seymour SMC 

Jeanne Christen RSC Pat Marchok PVC Sandi Shondee DSSC 

Patty Couty SCC Arlene Martinsen PC Kristin Sumrall RSC 

Terri Cuen GCC Luanne Patterson MCC Joy Taylor RSC 

Debbie Fox 

DSSC 

Apprenticeship Committee: 

Larry Blair PC Martin Franco GWC Tim Matyas MCC 

Judy Castellanos DSSC David Grimoskas SCC David Mesbergen PC 

Al Crusoe DSSC Lupe Gutierrez DSSC Conrad Mills SCC 

Jim Dusek MCC Robert Kelso SCC Thomas Ramey GCC 

Beth Eberhardt DSSC Dave Killian PC John Sazama DSSC 

Sherrie Faulkner DSSC David Matus PVC David Smith SMC 

Anthony Fileccia MCC 

Career Development Facilitator Community: 

Jan Davie GWC Ron Gaschler MCC Christine Hall DSSC 

Chancellor's Executive Council: 

Ken Atwater SMC Eugene Giovannini GWC Maria Hesse CGC 

Al Crusoe DSSC Rufus Glasper DSSC Mary Kathryn Kickels PVC 

Art Decabooter SCC Velvie Green GCC Anna Solley PC 

Augustine Gallego EMC Maria Harper-Marinick DSSC Debra Thompson DSSC 

Wayne Giles MCC Steven Helfgot DSSC Linda Thor RSC 

College Safety Committee: 

Judy Castellanos DSSC Sherrie Faulkner DSSC Tim Truett PVC 

Beth Eberhardt DSSC Tim O'Hearn EMC 

Covey Community: 

Eileen Archibald PC Sherrie Faulkner DSSC Dee Dee Tapson DSSC 

Brent Bartel CGC Sandia Hayes RSC Emily Weinacker DSSC 

Kathleen Bopp RSC Alicia Martindale RSC Janine Weyers RSC 

Jan Davie 

GWC 

Crafts Committee: 

Judy Castellanos DSSC Beth Eberhardt DSSC Tim Matyas MCC 

Cory DeSoto SCC Sherrie Faulkner DSSC Juan Valdez CGC 

Employee and Organizational Development: 

Jennifer Andes DSSC Angie Fullerton DSSC Sara McCarthy DSSC 

Michael Bryant DSSC Patricia Honzay DSSC Kathleen Moser DSSC 

Cindy Burns DSSC Andrew Lenartz DSSC Jacque Starks DSSC 

Paula Connors DSSC Heidi Little DSSC Dee Dee Tapson DSSC 

Karen De La Viña DSSC Shirley Lowman DSSC Emily Weinacker DSSC 

Beth Eberhardt DSSC Gary Mandarino DSSC Pamela Williams DSSC 

Sherrie Faulkner DSSC 

Employee Development Committee: 

Laura Ballard MCC Beth Eberhardt DSSC Deborah Krumtinger GCC 

Brent Bartel CGC Sherrie Faulkner DSSC Arlene Martinsen PC 

Barbara Bentz SCC Rory Gilbert DSSC Jill Seymour SMC 

Erin Blanton GWC Patricia Honzay DSSC Michaelle Shadburne PVC 

Michael Bryant DSSC Ellen Horton EMC Julie Wechsler DSSC 

Jan Davie GWC Sharon Koberna RSC Emily Weinacker DSSC 


Faculty Development Coordinators: 

Bob Bendotti PVC Pat Honzay DSSC James Rubin PVC 

Sheila Brandt SCC Debbie Krumtinger GCC Chris Schnick CGC 

Gaye Bumsted Perry DSSC John Lampignano GWC Jill Seymour SMC 

Pat Case RSC Eric Leshinskie DSSC Michaelle Shadburne PVC 

Jeanne Christen RSC Jonelle Moore MCC Sara Soller PC 

Hazel Davis RSC Susan Moore SCC Roger Yohe EMC 

Ruth DeLeon-Martinez DSSC Mary Jane Onnen GCC 

Faculty Professional Growth Representatives: 

Janine Adkins RSC Doug Ferguson SMC Janice Reilly MCC 

Mary Aldridge MCC Bill Holmes CGC Yvonne Reineke CGC 

Joseph Bednorz GCC Nancy Johnson GWC Jim Rubin PVC 

Kirsten Berdahl GWC Pam Joraanstad GCC John Seims MCC 

Karen Biglin SCC Susan Malmo EMC Jill Seymour SMC 

Ilene Borze GWC Patri Mays PVC Nancy Short CGC 

Sheila Brandt SCC Katherine May-Updike MCC Diane Stonebrink EMC 

Tom Butler PVC Cate McNamara GCC Terry Tovar-Novasad PC 

Kurt Chambers PC Jonelle Moore MCC Olga Tsoudis EMC 

Rosanne Dlugosz SCC Brian Murphy SMC Janelle Underhill RSC 

Anne Dudley GCC Ricardo Provencio SMC Sandra Wells PC 

Governing Board Members: 

Donald Campbell DSSC Scott Crowley DSSC Jerry D. Walker DSSC 

Colleen Clark DSSC Linda B. Rosenthal DSSC 

Guest Facilitators: 

Kishia Brock RSC Ladonna Lewis GCC 

Maricopa 

Fentress Truxon 

Ebony Cactus Christine Moore GCC 

County 

George Brooks 

Magazine Wilbert Nelson PC Thomas Walker ASU 

Debra Campbell MCC Godwin Out City of Phoenix Matthew Whitaker ASU 

Georgia Gudykunst DSSC 

City of Phoenix 

Gerald Richard 

Kelly Consulting 

PD 

Michael Kelly 

Alliance, LLC R.J. Shannon City of Phoenix 

Innovation of the Year Liaison's: 

Eileen Archibald PC Ernie Lara EMC Michaelle Shadburne PVC 

Gaye Bumsted Perry DSSC Lora Lassitter MCC Ginny Stahl SCC 

Lena Kimmons DSSC Marybeth Mason CGC Jack VanCleave SCC 

Sharon Koberna RSC Chris Schnick CGC Peter Zawicki GWC 

Debbie Krumtinger GCC Jill Seymour SMC 

Learnshop Facilitators: 

Cheryl Colan PC Darby Heath CGC Melinda Rudibaugh CGC 

Pam Davenport CGC Linda Hicks SCC Rachel Woodburn SCC 

Stephanie Fujii DSSC Tanisha Johnson- 

Eric Haas 

SCC 

Maxwell 

EMC 

Maintenance and Operations Committee: 

Judy Castellanos DSSC Beth Eberhardt DSSC Steve Lake CGC 

Tom Chubinsky PC Sherrie Faulkner DSSC Robert Mendoza GCC 

Management/Administrative/ Technology Professional Growth: 

Jonathan Baney MCC Kim Granio DSSC Chitra Pandit DSSC 

Sherri Basha CGC Cathleen Hernandez GWC Mike Poplin PC 

Kevin Bilder RSC Huu Hoang SMC Rebecca Ramirez SMC 

Jan Binder PC Janet Langley GWC Rose Rojas DSSC 

Trisha Brazda MCC Terry McGowan SCC Nick Rouse DSSC 

Patty Cardenas-Adame MCC Margie Mesanko CGC John Snelling EMC 

Robert Carrigan DSSC Karen Minnihan GCC Randy Stapley MCC 

Cyndi DeBoer SCC Mary Lou Mosley PVC Joy Taylor RSC 

Al Gonzales GCC Cindy Nieves PVC Hiram Wong DSSC 

33 


Maricopa Center for Learning and Instruction: 

Mary Kaye Allen CGC Betsy Hertzler MCC Pushpa Ramakrishna CGC 

Gaye Bumstead Perry DSSC Kathryn Howard DSSC Lina Scott DSSC 

Lisa Couty DSSC Lena Kimmons DSSC Sandi Shondee DSSC 

Ruth Deleon-Martinez DSSC Shelly Laug DSSC Janet Sieradzki DSSC 

Veronica Diaz DSSC Eric Leshinskie DSSC Jose Velasco DSSC 

Sylvia Enriquez DSSC Michelle Main DSSC Randy Wright DSSC 

Debbie Fox DSSC Maia Petrova DSSC 

Maricopa Faculty Internship Professional Development Team: 

Tom Butler PVC Stephanie Fujii EMC Linda Hicks SCC 

Ann Ewing MCC Eric Haas SCC Gera King SCC 

Sharon Fagan CGC 

Maricopa Institute for Learning Fellows: 

Dana Fladhammer PC Sujatha Krishnaswamy CGC Melinda Rudibaugh CGC 

Karen Kabrich PVC Holly McKinzie Beene GCC Linda Speranza MCC 

Loretta Kissell MCC 

MOSAIC Facilitator Community: 

Sherrie Faulkner DSSC Suzanne Martin DSSC Joseph Swaba DSSC 

Rory Gilbert DSSC Belinda Ramos CGC Dee Dee Tapson CGC 

Paul Harasha MCC Nina Robinson MCC Amelia Wilson MCC 

Nicole Lohrbeer MCC Jacque Starks DSSC 

New Employee Orientation Partners: 

Ron Bleed PVC Pete Kushibab DSSC Ralph Thompson II DSSC 

Al Crusoe DSSC Dee McCumber DSSC Teresa Toney DSSC 

Eugene Giovanni GWC Lorie O’Brien DSSC Ruth Unks DSSC 

Christine Hall DSSC Tabby Rodriguez DSSC Chris Welham DSSC 

Anne Halvorson DSSC Linda Rosenthal DSSC Jessica Wheeler DSSC 

Loida Harkness DSSC Syndia Ruiz DSSC Carrole Wolin PC 

Patricia Honzay DSSC Rich Sauriol DSSC 

Occupational Health, Safety & Environmental Facilitator Community: 

Steve Moore GWC Margaret Turner- 

Ruth Unks DSSC 

RSC 

David Thompson GCC 

Sample 

Ocotillo Action Group: 

Alisa Cooper SMC Rochelle Rodrigo MCC David Weaver CGC 

Donna Gaudet MCC Sidne Tate SCC Lisa Young GWC 

Gary Marrer 

GCC 

Professional Staff Association: 

Sue Blackwell MCC Chris Hoeffler SCC Madison Walker RSC 

Carolyn Delgado GWC Juliane Roybal PC Renee Young DSSC 

Regional Training Committee: 

Jo Appogast SMC Chrystle Hall PVC Kathleen Moser DSSC 

Mark Baldwin RSC Deborah Krumtinger GCC Karen Russo GCC 

Laura Ballard MCC Heidi Little DSSC Ron Schilling SCC 

Cindy Burns DSSC Amy MacPherson SMC Dennis Topel GCC 

Paula Connors DSSC Julie Magadan PC Pamela Williams DSSC 

Karen Gurney SMC 

Scholarship of Teaching and Learning: 

William Farrar EMC Dean Stover GWC Maureen Zimmerman MCC 

Holly McKinzie Beene GCC 


Subject Matter Experts: 

Gerry Bradshaw DSSC Dianne Johns DSSC Maggie McConnell DSSC 

Kishia Brock RSC Jim King DSSC Mike McIntier DSSC 

Debra Campbell MCC Gloria Knudsen DSSC Brachel Mejia DSSC 

Judy Castellanos DSSC Pete Kushibab DSSC Paul Mews DSSC 

Carol Garcia DSSC Lisa Kussard DSSC Merle Ryan DSSC 

Steve Goozdich DSSC Jody LaBenz DSSC Chrissy Springfield DSSC 

Lupe Gutierrez DSSC Ernie Lauro DSSC Teresa Toney DSSC 

Christine Hall DSSC Ladonna Lewis GCC Ruth Unks DSSC 

Sam Harris DSSC Azra Mahmood DSSC 

Women's Leadership Group: 

Melanie Abts RSC Iris Love EMC Linda Rosenthal DSSC 

Maribeth All RSC Azra Mahmood DSSC Susan Taffer MCC 

Sherri Basha CGC Kay Martens SMC Dee Dee Tapson CGC 

Barbara Bentz SCC Christine Neill SMC Linda Thor RSC 

Cheryl Crutcher SMC Donna Roach PVC Emily Weinacker DSSC 

Barbara Green CGC 

35 


Appendix C: HRMS Self Enrollment Steps 

HRMS Training Self – Enrollment 

This system is only available from a Maricopa site. 

1. Log into the MCCCD Human Resources Management System 

https://hrapps1.dist.maricopa.edu:448/psp/employeeAccess/?cmd=login 

Your username will be your Enterprise ID and your password is the same as your Maricopa email 

password. To find your Enterprise ID, please view instructions here: 

http://www.maricopa.edu/training/pdf/EnterpriseID.pdf 

2. Once logged in, click the Employee Self Service link. 

3. Click the Training and Development link. 

4. Click the Training and Development Home link. 

5. Click the Request Training Enrollment link. 

6. 

From the Search Methods page, click the link for your desired Search method, and then enter the 

information requested. To broaden your search, leave this field blank however your search time may 

be extended. 

7. Click the Search button. 

8. From the Search Results select a course by clicking on the View Available Sessions link. 

9. 

If you wish to view the Course Description, Click the Description 

Return button to return to the View Available Sessions page. 

Icon button, then click the 

10. To enroll, click on the desired Course Session number link. (Ex: numbers will vary) 

11. Review course details then click the Continue button. 

12. Click the Submit button. Page down if button is not visible. 

13. Click the OK button 

14. Click the Training Summary link. 

15. This course will now be listed in your Training Summary. 

16. View the Status Column to be sure you are Enrolled 

17. From the Training Summary window, you can also Cancel your Enrollment in a course. Click the 

Cancel button next to the course in which you would like to cancel your enrollment. The Cancel 

button is located to the right of the Status Column. You will be prompted to confirm your 

cancellation. Click the OK button. 

18. 

Note: Once you have completed the step above the Cancel button will no longer be accessible. You 

can only cancel enrollment in upcoming courses. 

To Enroll in additional courses repeat the steps above beginning with #2. Or Click the Sign out link 

to exit the system 

**NOTE: Notifications of Enrollment and Cancellation are sent to your Business Email Address. View the 

Personal Information > Email Address area of HRMS Self Service to verify your Business Email Address. 

For questions or troubleshooting, 

please contact Beth Eberhardt at 480.731.8281 or Karen DeLaVina at 480.731.8285. 


Appendix D: 

Employee & Organizational Learning Team 

Orientation & Course Listings 

New Employee Orientation 

The New Employee Orientation (NEO) sessions are designed for new employees of the District and attendance is by 

invitation only. During 2006-2007 a total of 16 NEO sessions were conducted with 470 participants attending. 

Open Enrollment Courses 

The following courses were open to all Maricopa employees and were published in EOLT marketing materials. Course 

category areas include: Alternative Delivery (AD), Diversity, Leadership Lessons, Personal Leadership, Occupational 

Health and Safety, and Supervisory courses. During the 2006-2007 Fiscal Year 137 courses were conducted. 

Special Request Courses 

Special Requests are courses that are requested by a college, department or workgroup to meet specific needs of that 

entity, e.g., timing, content, customization, etc. Special requests may or may not be open to participation from outside 

of the requesting entity, depending on the need. If they are not open, they are not published in EOLT marketing 

materials. There were in excess of 91 Special Request courses conducted during the year. 

(Insert A) 

Total EOLT Courses Offered 

Number of 

Sessions 

50 

45 

40 

35 

30 

25 

20 

15 

10 

5 

0 

Diversity 

Leadership Lesson 

Personal Leadership 

Supervisory 

Health, Safety & Environ. 

Career Development 

Crafts Professional Growth 

Open Enrollment 

Courses 

Special Request 

Courses 

Types of Courses 

37 


Full Course Listing-Open Enrollment Courses 

Course name 

Sessions 

Diversity 32 

Generations: MEET for Respect in the 1 

Workplace 

MOSAIC 1A Knowing Ourselves & 6 

Others 

MOSAIC 1B Knowing Ourselves & 6 

Others 

MOSAIC 2A Recognizing Bias and its 4 

Consequences 

MOSAIC 2B Recognizing Bias and its 4 

Consequences 

MOSAIC 3A Strengthening Maricopa 5 

through Action 

MOSAIC 3B Strengthening Maricopa 6 

through Action 

LEADERSHIP LESSONS 21 

Achieve Life Balance 2 

Are You Change Ready? 2 

Becoming an Asset to Maricopa 1 

Communicating Non-Defensively 1 

Communication Skills Boot Camp 1 

Conflict Management Styles 1 

Creating a Feedback Rich 

1 

Environment 

Dealing with Difficult Customers 2 

Discovering the Value of Saying No 2 

Eliminating Low Priority Activities 1 

Group Facilitation Skills 1 

Improving Trust in Workplace 

1 

Relationships 

MCCCD Ethics Workshop 1 

Six Thinking Hats 2 

Transforming Challenging Situation 1 

into Positive Outcomes 

Who Moved My Cheese? 1 

Personal Leadership 2 

Focus Achieve Highest Priority 1 

Seven Habits: Signature 1 

Supervisory 43 

Creating a Respectful Work 

3 

Environment 

Delegating Effectively 2 

Course name 

Sessions 

Hiring the Best! for Maricopa 8 

Legal Issues: Employment Law 

1 

Essentials 

Legal Issues: Fair Labor Standards Act 2 

Legal Issues: Family Medical Leave/ 2 

Leaves of Absence 

Legal Issues: Public Sector 

2 

Employment 

Managing Performance: Conducting 2 

Effective Performance Conversations 

Managing Performance: Facilitating 2 

Effective Performance Evaluations 

Managing Performance: Introduction 2 

to Documenting & Correcting 

Performance 

Managing Performance: Setting the 

2 

Stage for Employee Success 

MCCCD 101 Foundations Course 2 

MCCCD Supervisor 101 3 

OSHA: The Supervisor’s Role 3 

Risk Assessment for Supervisors 3 

Risk Management Tools for Supervisors 1 

Stewardship of Public Resources 2 

Translating Vision into Strategy 1 

Health, Safety and 

28 

Environmental 

AED and CPR 4 

Back Injury Prevention 1 

Bloodborne Pathogens Affected 

4 

Personnel Online 

Emergency Preparedness 1 

First Aid 6 

General Safety Awareness 1 


Initial Forklift Operator Certification 2 

Online Fire Extinguisher 4 

Slips, Trips and Falls 1 

Unqualified Electrical 1 

Workplace Violence Prevention 1 

Career Development 11 

Career Connections 2 

Movin’ On Up 9 


Full Course Listing-Special Request 

Course Name 

Sessions 

Crafts Professional 

2 

Growth 

Electrical Safety 2 

Diversity 11 

Exploring Comfort Levels 1 

Generations: MEET for Respect in the 1 

Workplace 

MOSAIC 1A: 

2 

Knowing Ourselves & Others 

MOSAIC 1B: 

2 

Knowing Ourselves & Others 

MOSAIC 2A: 

1 

Recognizing Bias & its Consequences 

Teambuilding: Diversity 4 

Health, Safety & 

39 

Environmental 

AED and CPR 4 

Aerial Lifts & Aerial Platforms 12 

Bloodborne Path Affected Persons 3 

Bloodborne Pathogen (Awareness) 1 

Confined Space Entry Awareness 1 

Confined Space Entry: Authorized 

2 

Personnel 

Emergency Evacuation: Site Specific 2 

Emergency Response Team: 

1 

Evacuation 

First Aid 7 

General Safety Awareness 1 


Initial Forklift Operator 

2 

Certification 

Slips, Trips and Falls 1 

Leadership LessonS 23 

Achieve Life Balance 2 

Are You Change Ready? 1 

Course Name 

Sessions 

Communication Skills Boot Camp 3 

Dealing with Difficult Customers 4 

Fish: Catch the Energy, Release the 

3 

Potential 

Fred Factor 1 

Introduction to Business Process 

2 

Analysis 

MCCCD Ethics Workshop 1 

Team Builiding 2 

Understanding Your Work Behavioral 4 

Styles 

Personal Leadership 1 

Leadership Summit WIG Session 1 

Supervisory 15 

Creating a Respectful Work 

1 

Environment 

Hiring the Best! for Maricopa 3 

Legal Issues: Employment Law 

1 

Essentials 

Legal Issues: Public Sector 

1 

Employment 

Managing Performance: Setting the 

1 

Stage for Employee Success 

Managing Performance: Conducting 

1 

Effective Performance Conversations 

Managing Performance: Facilitating 

1 

Effective Performance Evaluations 

Managing Performance: Introduction to 1 

Documenting & Correcting 

Performance 

MCCCD Supervisor 101 1 

OSHA: The Supervisor’s Role 1 

Risk Assessment for Supervisors 

Stewardship of Public Resources 1 

Translating Vision into Strategy 1 

39 


Appendix E : Creative Pathways Program – 

Employee Internship Placements 

Name Emp. Group College/Site Start Date Completion Date Key Objective 

Gary Braden PSA RSC 7/31/2006 2/9/2007 Increase knowledge of computer 

programming and database management 

Teresa G. Cuen PSA GCC 10/16/2006 4/20/2007 Work in Office of Program Articulation to 

increase knowledge of, and experience in, a 

variety of student services procedures. 

Dawn Higgins PSA PVC 5/21/2007 11/16/2007 Work in Institutional Effectiveness designed 

to provide increased knowledge and 

experience in the area of Institutional 

Research type projects. 

Alma Howard M & O SCC 9/20/2006 3/23/2007 Gain knowledge, skills, and experience to 

support desire to become qualified for 

position as permanent plumber. 

Debra Francine Itule PSA RSC 9/21/2006 3/21/2007 Work in Counseling department at MCC; 

designed to provide experience working with 

students and the opportunity to enhance 

coaching and recruiting skills. 

Iris Love PSA EMC 11/6/2006 4/6/2007 Work with MEC; designed to provide 

increased knowledge and experience in the 

areas of strategic planning, project 

management and organizational skills, 

leadership and a better understanding of 

department budgeting. 

Dwayne McIntosh PSA MCC -Red Mt. 2/20/2007 4/27/2007 Work with the Educational Development 

Training Center designed to provide you with 

increased knowledge of common practices 

and methodologies applied when teaching 

and working with students. 

Charles Reinebold MAT CGC 7/10/2006 12/22/2006 Assist in the reinstatement of the District 

Community magazine and learn new skills, 

techniques, approaches to community 

publications. Strengthen radio skills for 

professional and personal development. 

Julie Ruiz Esquer PSA SMC 8/7/2006 12/22/2006 Develop an understanding of MCTV and the 

communication of issues relevant to higher 

education. 

Yvette Strickling PSA CGC 11/13/2006 12/15/2006 Work with staff development and 

instructional services at San Marcos 

Elementary School; designed to provide 

increased knowledge of ESL strategies in 

lesson planning, implementation, and 

evaluation for both small and large group 

instruction. 

Susan Taffer PSA MCC 1/29/2007 5/15/2007 Work with the Nina Mason Pulliam 

Foundation; designed to provide experience 

with MCCCD Foundation policies and 

procedures and experience supporting 

students. 

Cheryl Washington PSA RSC 9/5/2006 1/19/2007 Workwith SCC Business Services; designed 

to provide increased knowledge and 

experience in the areas of Accounts Payable 

and Accounts Receivable. 

Lillian White PSA SCC 1/22/2007 2/28/2007 Work with MEC; designed to provide 

increased knowledge and experience in the 

areas of strategic planning, project 

management and organizational skills, 

leadership and a better understanding of 

department budgeting.

Employee & Organizational Development Employee - Maricopa ...

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