Official SealHuman Resource Services Department


#18-0466-01
Supplemental Questionnaire

Last Name
First Name

 

Thank you for your interest in the position of County Training and Organizational Development Specialist.  Your completed response to this supplemental questionnaire will be evaluated to determine your qualifications and must be completed properly in order to be given full consideration for the next phase in the selection process. Responses should be specific, thorough and succinct.  A lack of adequate detail in the supplemental questions and in your application may result in failure or disqualification for this recruitment.  Clarity of expression, grammar, spelling and the ability to follow instructions will be considered in the evaluation process.  A resume will not be accepted as a substitute for a thoroughly completed employment history and supplemental responses.


1.
  1. Describe your most challenging design of a training program for supervisors and managers. Explain how you identified the specific needs of your audience. Define the steps you took to develop a design to address those needs, the curriculum you designed, and the resources you utilized. What feedback did you receive? What actions did you take regarding any negative feedback and suggestions for improvement? When and where did this presentation/program occur?
2.

We frequently are asked to provide customized training for different audiences. One of the most popular requests that we get is for classes on customer service. How would you adapt both your design and facilitation of a customer service workshop for: 

  • different County departments (such as Auditors, Social Services, Library)
  • non-County agencies (such as City of Livermore, Union Sanitary District)
  • front line employees vs. supervisors and managers
3.

Describe your experience providing professional consultation to organizations regarding their organizational development needs. Specify the initial need, the process used to ascertain the “real” needs, and subsequent actions proposed. What were the results? When and where did this experience take place?

4.

Identify the key components, topic areas, and competencies that you feel are necessary to include in designing a series of workshops for leadership development of supervisors. Suggest models, principles, activities, or assessments that you think would be appropriate for this group. Describe specific innovative ideas that you have incorporated in this type of training.

5.

How would you coach a supervisor or manager who complains about having employees who are consistently underperforming and failing to meet deadlines? What specific suggestions would you have for that supervisor or manager? Drawing from you own experience, what personal examples would you share with that supervisor or manager? 


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