Mervin P. Antonio consults, coaches, designs, facilitates and leads processes to help organizations, communities and individuals resolve problems that keep them up at night. These problems range from improving communication and relationships in the workplace, to increasing and optimizing human capital and effectiveness, to strategic visioning and leadership development.
Mr. Antonio has worked mainly with metropolitan theatre companies and uses his experience and passion for collaboration, storytelling, whole person awareness, innovation, and systems thinking to advance organizational, community, and personal learning and performance.
He has worked with organizations such as Metro United Way's Community Change Incubator, Green Convene, Sustainable Louisville Network, The Hub: Louisville, Arts and Cultural Attractions Council among others. He is a 2009 Leadership Louisville Bingham Fellow, a member of Young Professionals of Louisville, and the 2009 Courier Journal Forum Fellow. Mr. Antonio holds a Master’s Degree in Organizational Design and Renewal from Seattle University.
Promoting Diversity through Storytelling
Employers sometimes adopt a diversity policy, lauding its value, but then leave it to managers to implement it on the front lines. Listen: facts don't persuade employees, but a story will. People are mentally wired to learn from stories, not from facts. People are motivated by and learn from stories, not form corporate edicts.
Maximize Yourself: Leading and Living from the Whole
If you want to transform a relationship, a team, or an organization the process must begin with self-transformation. You can’t expect others to change without leading and modeling the change yourself. This session hopes to ignite a spark so people can reconnect to energy that positively fuels one’s effectiveness at work or home.
Sharon Baker
Sharon Baker earned a Masters in Management of Human Resources from Webster University and a Bachelors Degree in Business Administration from McKendree College. She currently holds the positions of mediator with the Equal Employment Opportunity Commission (EEOC) after serving ten years as a senior civil rights discrimination investigator for the EEOC. Also represents the EEOC conducting outreach training of the laws enforced by the Commission and the Commission’s processes. Has eight years experience in human resource management specializing in staffing, recruitment, training and development. Currently holds the elected position of local union president, representing bargaining unit employees in eight states and 15 offices that include the legal and professional administrative employees within EEOC. She was appointed by the national union president as a chief negotiating team member during contract negotiations. Previous positions held: Territory Manager, RJR Tobacco Company; Account Manager, McNeil Consumer Products; and Key Event Marketing/Account Representative, The Gillette Co.
Technical Guidance on Conducting EEO Investigations
This session will help you develop an Investigation Plan that will allow you to obtain the proper evidence to evaluate and make appropriate decisions regarding employment issues and discrimination.
Lynn Bertsch
Lynn Bertsch is the Director, Employer Engagement for the University of Kentucky Institute for Workplace Innovation. She has over 25 years professional and management experience, working for several Fortune 500 companies including IBM, Pitney Bowes, Wang Laboratories, DuPont, and Westinghouse. In addition, she has worked for an affiliate of Central Bank (Kentucky Finance Corporation) and Kentucky State University. Before joining the University of Kentucky’s Institute for Workplace Innovation, she was Manager, Organizational Development in Human Resources and responsible for all facets of organizational development programs, including talent and performance management, leadership development and culture transformation.
Lynn has a Master of Business Administration (MBA) from Virginia Tech.
Creating a Culture of Inclusion
A culture of inclusion is characterized by key leadership that embraces representation of a variety of backgrounds and perspectives and fosters a culture where the entire workforce feels respected, engaged, and contributes to its full potential. At the UK Institute for Workplace Innovation (iwin), we maintain that a culture of inclusion is one of eight organizational dimensions that comprise an innovative workplace. Learn the latest trends and what leading edge organizations are doing to create environments that attract, retain and engage their talent.
Marilyn Clark
Marilyn Clark is President, Owner, and Founder of Worksmark, LLC, a training and consulting firm with the mission to help organizations and individuals reach their full potential. Worksmart specializes in business strategies; employee and organizational assessments; executive coaching; and high performance training including leadership, teambuilding; diversity and inclusion training. In 2008, Ms. Clark became a Certified Diversity Professional (CDP) with certification through Cornell University. Ms. Clark was named 2006 Commerce Lexington Minority Business of the Year. Ms. Clark has taught journalism and telecommunications at the University of Kentucky, and served as Vice-President and Station Manager at WLEX-TV in Lexington Kentucky.
Building the Framework for an Inclusive Organization Through Strategic Diversity Recruitment & Retention Practices
CEOs, HR Professionals and front line managers will examine how innovative strategic diversity and retention practices can build the framework for an inclusive organization.
Cathy Cox
Cathy J. Cox is the Manager of the EEO/Civil Rights Compliance Branch of the Kentucky Cabinet for Health and Family Services. In that capacity, she serves as the EEO, Title VI and ADA Coordinator for CHFS. Ms. Cox was the inaugural recipient of the Personnel Cabinet’s Office for Diversity and Equality’s annual I.C.E. (Innovation, Collaboration, and Education) Award in 2008. Prior to taking this position in January, 2007, she served as Supervisor of the Language Access Section of the Cabinet. The CHFS Language Access Program has been recognized as a national model for providing interpretation and translation services and works to ensure that all clients have meaningful access to the programs and services of the Cabinet for Health and Family Services regardless of limited English proficiency by minimizing or eliminating language and cultural barriers. Ms. Cox is herself a qualified interpreter for the Cabinet and is bilingual with English and Spanish.
Prior to coming to the Cabinet, Ms. Cox served for 5 ½ years as the Executive Director of AIDS Volunteers, Inc. (AVOL), an HIV/AIDS service organization based in Lexington, KY committed to meeting the needs of those infected and affected by HIV/AIDS and preventing the spread of HIV in Central and Eastern Kentucky.
Ms. Cox has also worked as an independent consultant and trainer providing cultural diversity, cultural competency, anti-extremist, non-profit organizational development and leadership development training and consultant services to businesses, non-profit organizations and universities throughout the Midwest.
Before moving to Kentucky at the end of 1987, Ms. Cox resided in Indiana and served as the Executive Director of the Indiana Interreligious Commission on Human Equality (I.I.C.H.E.) for almost 6 years. Through her work with I.I.C.H.E., Ms. Cox provided diversity, inter-faith understanding and anti-racism training to congregations, colleges, universities, community organizations and businesses throughout Indiana. She also actively organized community-based responses to the presence of hate and extremist groups in communities throughout the state.
Ms. Cox is a 1987 Phi Beta Kappa graduate of DePauw University with majors in Sociology/Cultural Anthropology and Spanish. She has worked, studied and traveled extensively throughout Latin America.
Title VI Compliance through Language Access
This session will assist recipients of federal funding in understanding their obligation to provide meaningful language access to clients/customers with limited English proficiency in accordance with Title VI of the Civil Rights Act and Executive Order 13166. The session will focus on how to determine your agency’s language access needs and design a meaningful language access program. The nationally-recognized program developed and implemented by the Kentucky Cabinet for Health and Family Services will be used as a model during this presentation.
Dan Egbers
Dan has returned to the Kentucky Personnel Cabinet as an Executive Advisor following his retirement from State Government in 2008. He advises the Secretary of the Cabinet and works with state government on a variety of issues including reorganizations, budget-based personnel actions, training, and special projects. Previously, he served as Managing Attorney to the Kentucky Personnel Cabinet from April 1989 and was promoted to General Counsel for the Cabinet in 1997. In 2004, he joined the Justice and Public Safety Cabinet and later the Education Cabinet and provided representation on a broad range of employment law issues. Before coming to the Personnel Cabinet, Dan served as the lead attorney for the Cabinet for Human Resources on employment issues from 1981 to 1989. He was the Assistant City Solicitor and Alcoholic Beverage Control Administrator for the City of Newport, Kentucky while maintaining a general private practice in Northern Kentucky from 1976 to 1981.
Dan holds a Juris Doctor degree from the University of Kentucky College of Law (1975). He also holds Bachelor of Arts degrees, with a Secondary Education teaching certificate, in English and Political Science from Morehead State University which he attended on a Presidential Scholarship for speech and debate. He survived 12 years of parochial education including the Covington Latin School and Saint Thomas High School in Fort Thomas, Kentucky. Dan has practiced law in most of the Circuit courts in Kentucky, the Federal District Courts for the Eastern and Western Districts of Kentucky, the United States Court of Appeals for the Sixth Circuit and the United States Supreme Court. He has also lectured on issues involving employment law and civil rights to numerous groups for about twenty five years and is the 2004 recipient of the Walter R. Gattis, Jr. Award from the Kentucky Chapter of the International Personnel Managers Association for contributions to the field of personnel management.
Dan enjoys woodworking and participating in home improvement projects with his bride, Connie, a Systems Consultant IT with the Transportation Cabinet. He has two daughters, Carrie, who recently received her BSN degree from Northern Kentucky University, and Sarah, an art and drama teacher at Conner High School in Northern Kentucky. Dan and Connie recently welcomed their fifth Grandchild.
Managing Under the Merit System
This program is designed for managers in the Kentucky Executive Branch, Chapter 18A System and will explore the common problems that supervisors face in managing employees in accordance with the statutes and regulations governing that system.
Cathy Fyock
Cathy Fyock is the Director of Recruiting for Resources Global Professionals, a professional services firm that places senior-level professionals on project assignments with clients who are experiencing change, transition, or growth. She is also certified as a Certified Speaking Professional and as a Senior Professional in Human Resources, and has worked as an Employment Strategist with her own firm, Innovative Management Concepts. For the past 20 years Cathy has been helping organizations recruit and retain top talent in an aging and changing workforce. She is the past chairman of the Human Resource Certification Institute board, and has served in many volunteer leader roles with SHRM at the local, state, and national levels. She has been a speaker at SHRM’s conferences for more than 20 years, and a faculty member for SHRM’s HR Generalist Certificate Program for 15 years. She is the author of five books, including her newest, The Truth About Hiring the Best.
The Retirement Time Bomb: Are You Ready?
If your organization is like many, you may lose 20% of your workforce to retirement in the next few years. Are you ready? This interactive session, led by management consultant and author Cathy Fyock, will explore many of the issues that will confront business leaders, including age discrimination, generational issues, reigniting performance in employees nearing retirement, transfer of knowledge, and recruitment and retention issues. You’ll leave the session with new attitudes toward your own aging and the aging of the workforce.
Tammie Geis
Tammie Geis has more than 12 years of business, human resources, and administration experience. She currently manages ACS’ U.S. Ability recruiting program, a key component of the company’s Collective Talent strategy. She also manages and supports the company’s initiative to recruit and retain U.S. Army spouses and transitioning military, and wounded warriors.
Tammie’s outstanding management of recruiting people with disabilities has resulted in ACS receiving the Golden Key Employer of the Year by the Governor for the State of Utah 2008; Employer of the Year by the Office for the Blind 2008; and Employer of the Year by Goodwill Industries 2008.
Prior to ACS, Geis was Aerotek’s HR and Recruiting Manager onsite at Lexmark International in their Lexington, KY office. Previously, Geis was the Recruiting / HR Partnership Manager for Adecco where she placed talent at both Lexmark and Toyota. She was also the Solicitation Manager with Trugreen/ Chemlawn, and was the Director of Administration at Karrington, where she was responsible for human resources, care plan coordination, direct care recruiting, medical records keeping, and marketing.
Active in charitable and civic affairs, Geis serves on the advisory boards of the Commission for Citizens with Disabilities, Skill Enhancement & Employment Center (SEEC); Association for Person in Supported Employment (APSE); and the Office for Work and Learning.
She is also the Chairman of the Kentucky Business Leadership Network (KYBLN) where ACS is the lead employer for the Kentucky Chapter; a volunteer teacher for Junior Achievement; and a guest speaker at the University of Kentucky’s Stuckert Career Center.
Geis holds a Bachelor of Business Administration in Management from the University of Kentucky.
Workshop: Recruitment Best Practices
ACS’s best practices for partnering with community agencies that support people with disabilities to increase referrals and hires of qualified candidates.
- The initial meeting: Business and Agencies
- Discussing your companies initiative, the WHY 9(is this important to your company)
- Knowing your business: Educating Agencies about what your business does
- Discussing your business and what your company does, the WHO (company mission and interest in people with disabilities)
- Understanding the agency process: Learning about the agency and its clients
- Learning about who your community agencies serve and what you as a business can do to support them, the WHAT (your business can do to help increase qualified referrals and support the agency)
- Tips to partner including: recruiting tools and organizational plans
- How to move forward after you have educated each other on current needs both from the agency and your business, the WHERE (to go from here)
Joe Grant
Mr. Joseph Sterling Grant is a retired 23-year veteran of law enforcement—serving 13 years with the Jeffersonville City Police Department and the remaining 10 years with Louisville Metro Police Department. For the last 7 years of his law enforcement career Joey was assigned to the training division where he served as the department’s primary instructor in defensive tactics, diversity, ethics, and interpersonal discipline. Joey ended his tour of duty on March 1, 2008.
Joseph received his Bachelor of Arts degree in General Studies from Indiana University Southeast in 1996. In 2001, he graduated from the University of Louisville with a Masters degree in Justice Administration. In 2007, he completed his course requirements for his Doctorate degree at the University of Louisville in the School of Urban and Public Affairs and is currently a Doctoral Candidate. Currently, he is an instructor at the University of Louisville in Justice Administration. Following the completion of his dissertation, he plans to continue and expand his community services.
Joseph married his wife Rhonda in 1990. They have 3 children and 4 grandchildren. His parents (Roberts (1922-1999) and Myrtle) and his brother (Tony) help to establish the foundation for his strength and enlightenment.
Institutionalizing Organizational Justice in the Workplace
This session is designed to create an awareness of the importance of developing an organizationally “fair” environment. Through an understanding of the 4-dimensions of justice (i.e., distributive, procedural, interpersonal, & information justice) participants will develop knowledge of the “process” of institutionalizing fairness in the workplace.
Mary Hook
Mary E. Hook is currently the Executive Director for the Kentucky Personnel Cabinet’s Office of Employee Relations. Mary has over twenty years of extensive insurance experience that includes rehabilitation, case management, mediation, claim examination, settlement negotiation, actuarial projection, job modification and fraud prevention. As an Ombudsman for the Kentucky Department of Workers’ Claims, Mary mediated numerous workers’ compensation claims and Medical Fee Disputes. She also provided assistance with various projects, such as Managed Care and Electronic Data Interchange for the Office of Workers’ Claims. Mary worked for several years serving county government in Flint, Michigan in mental health and child and adolescent services. Working as a claim examiner for several insurance carriers, third party administrators and group self-insured, she has gained a great perspective on the Workers’ Comp Claim community. She is also experienced in vocational assessment, work readiness training, on-the-job- training, and job placement for injured employees. Mary attended Central Michigan University where she earned a BS degree in Psychology and completed the Master of Rehabilitation Counseling Program at the University of Kentucky.
FMLA, ADA and Workers Compensation Panel Discussion
This session will provide employers an overview of the FMLA Amendments, the ADA Amendments Act (2008) and help employers learn how to adapt their organizational policies and procedures to these new laws. This session will also discuss the perplexing interaction of FMLA, ADA and Worker’s Compensation laws.
Trina Koontz
Trina Wilkins Koontz obtained a Bachelor’s Degree from Murray State University; a Master’s Degree in Clinical Psychology from Eastern Kentucky University and is licensed by the Board of Psychology. She has worked in state government for the Kentucky Employee Assistance Program since 1995, providing assessment and referral services, crisis intervention and critical incident responses for state employees in difficult times. Ms. Koontz is currently serving as Branch Manager of KEAP.
Training Others How to Treat You
Often in relationships, particularly with supervisors or co-workers, we feel powerless to address difficult situations. The good news is we all have the power to teach people how to treat us. This workshop will explore how negative behaviors become established and how to train others using non-destructive, positive principles.
Aimee McFerren
Ms. McFerren graduated with Honors from University of Louisville School of Law in 2003. She was admitted into the U.S. Equal Employment Opportunity Commission’s competitive Attorney Honors Program that same year and has been an attorney with the EEOC ever since. She spent her first four years with the EEOC litigating in its Houston, Texas District Office and mediating in the ADR Unit of the New York District Office. She returned to Louisville in 2007 and is a Senior Trial Attorney in the agency’s Louisville Area Office.
Federal EEO & ADA Legal Updates
This presentation provides an interactive review of recent employment discrimination cases based on race, sex, religion, age, national origin and disability.
Sissy Meredith
Sissy Meredith, Ph.D, is the Executive Director for the Personnel Cabinet's Governmental Services Center. Sissy comes from a strong educational background as a prior instructor of Public Speaking, Business Communication and Industrial Communication at the University of Kentucky. During her tenure she designed and implemented original curricula for public speaking and organizational communication courses. Sissy is co-founder of the Graduate Student Association and the Communication Graduate Student Association both at UK. She is also the co-author of Getting There: Functional Public Speaking, Waveland Publishing. She has held the role of Corporate Manager, Education & Development at Norton Healthcare; Training Consultant for Lexmark; and Instructor at U.K. and Elizabethtown Community and Technical College.
Sissy is and has been a member of HR Roundtable, UK Gatton College of Business and Economics, Women in Business, Women in Law and ASTD. Sissy earned her MA in Instructional Communications with an emphasis in Anthropology (honors) and Ph. D. in Instructional Communications (honors) from UK. Sissy has been with GSC for a little over a year. Currently she is working on several projects collectively and individually, which include new GSC workshops, including eLearning offerings; Leadership Institute; “Money Works” website and financial workshops for all state employees; GSC workshop accreditation, oversight of new employee educational assistance program (EEAP) regulation; GSC needs assessments; and KHRIS training tutorials, to name a few.
Generations at Work
Agencies that expect to compete in the future must recognize new attitudes among their workers. They must acknowledge that new relationships will exist between employees and organizations. And they must open themselves up to revisiting assumptions about which workers are appropriate for which roles and to rethinking the ways in which they hire, train, motivate, and retain employees. It is critical not only to know how to adapt to these new working relationships, but also recognize and adapt to different personality types, which can be attributed to different generations values and beliefs.
In the first time in modern history, workplace demographics now consist of four generations. It will not be uncommon to see a 21-year college graduate working side-by-side with someone 60 or older. There are several factors contributing to multi-generations in the workplace: labor shortages and rising average of retirement age to name a few.
These social and demographic trends have created an intense competition for competent, knowledgeable workers. Previously, employees competed for jobs. Now the tables have turned. Today it is employers who find themselves in increasing competition for qualified applicants. Knowing this it is even more important for agencies to require farsighted vision, strategic planning, and resolute action. The outcome will determine the performance of state government into the 21st century.
Jeanne Olivas
Jeanne serves as Consulting Services Manager for the Training & Employee Development Branch at the Office for Governmental Services Center, GSC. Jeanne has been with GSC as a trainer, consultant and manager since 1999 and is a Certified Public Manager. Prior to coming to GSC she was with the Department of Agriculture, where she served as a Program Coordinator.
Originally from California, she moved to Kentucky in 1990. She received a B.S. in Physiology from the University of California at Davis (U.C.D.) in 1981 and worked as Bio-medical Engineer for CIGNA Healthplans. From 1985-89 Jeanne along with her brother ran a successful Construction and Development company and received a certificate in Construction and Project Management through U.C.D.
Jeanne’s outside interests include playing tennis and golf, hiking, travel and a little bungee jumping.
Generations at Work
Agencies that expect to compete in the future must recognize new attitudes among their workers. They must acknowledge that new relationships will exist between employees and organizations. And they must open themselves up to revisiting assumptions about which workers are appropriate for which roles and to rethinking the ways in which they hire, train, motivate, and retain employees. It is critical not only to know how to adapt to these new working relationships, but also recognize and adapt to different personality types, which can be attributed to different generations values and beliefs.
In the first time in modern history, workplace demographics now consist of four generations. It will not be uncommon to see a 21-year college graduate working side-by-side with someone 60 or older. There are several factors contributing to multi-generations in the workplace: labor shortages and rising average of retirement age to name a few.
These social and demographic trends have created an intense competition for competent, knowledgeable workers. Previously, employees competed for jobs. Now the tables have turned. Today it is employers who find themselves in increasing competition for qualified applicants. Knowing this it is even more important for agencies to require farsighted vision, strategic planning, and resolute action. The outcome will determine the performance of state government into the 21st century.
Linda Patrick
Linda Patrick manages KEMP, the Kentucky Employee Mediation Program, in the Personnel Cabinet, in the Office for Employee Relations. She is trained and certified in both general mediation and family mediation, and has over 16 years of experience.
Linda’s background is in psychology. She has a Master’s degree in Clinical Psychology and was a psychotherapist in Lexington for several years. She is also a life coach.
She has provided numerous trainings for mediators and other professionals, including conflict resolution, non-verbal communication, personality styles, and team-building. She developed the 40-hour training for the KEMP mediators. KEMP has been the model for other state mediation programs around the country.
Linda is a member of the Association for Conflict Resolution and is a past officer of the Mediation Association of Kentucky.
Resolving Workplace Disputes
Mediation and Workplace Resolutions will be discussed. Attendees will learn how to achieve peaceful resolution to workplace conflict between individuals and groups.
Walter Sales
Walter Sales has practiced law for 35 years, concentrating in all aspects of employment and labor law. He has represented employers in over 40 union organizing drives in 10 states, from California to Pennsylvania. He has negotiated between 75 and 100 collective bargaining agreements with labor unions for over 30 different employers. Walter has tried over 40 employment discrimination cases, including over a dozen to jury verdicts. These cases have included several class action employment discrimination cases against the EEOC, ranging from age discrimination to race, sex, sexual harassment, equal pay act, and ADA cases. Walter regularly represents both employers and employees in cases contesting the enforcement of covenants not-to-compete, employee breach of fiduciary duty, and employee breach of confidentiality.
Walter has been a regular speaker at the Kentucky Bar Association on sexual harassment issues and punitive damages in employment cases. He has spoken to the Louisville Bar Association on jury instructions in employment cases, and the trial strategy of a sexual harassment case. Walter also made a presentation to the Kentucky Society for Human Resource Management on union organizing.
Practical Methods and Advice for Avoiding Workplace Discrimination Claims
The session will identify the major sources of employment discrimination claims for employers and practical advice on how best to manage to avoid those claims. The session will focus on race, sex and disability discrimination issues and the circumstances when those issues are most likely to arise.
Donna Shelton
Donna Shelton began her career with state government in 1994 as the first Certified Rehabilitation Counselor for the Department of Personnel, Workers’ Compensation Branch. Her responsibilities included working with agencies throughout the Commonwealth in developing modified duty programs to assist employers in accommodating their injured employees with both temporary and permanent restrictions and returning them to work as soon as medically appropriate.
In November of 2000 Donna became the Branch Manager of the Workers’ Compensation Program. In 2005, she had the opportunity to develop the Return-to-Work Branch. With the creation of this Branch, Donna and her staff are able to concentrate solely on assisting employers with the development of Temporary Modified Duty Programs, monitor medical progress of employees and conduct ergonomic evaluations on work stations to ensure that employees are working in an ergonomically acceptable work station.
Donna is a graduate of the University of Kentucky receiving a Bachelors’ Degree in Education and a Masters’ Degree in Rehabilitation Counseling. She obtained her Rehabilitation Counseling Certification in 1994 and her Case Management Certification in 2006.
FMLA, ADA and Workers Compensation Panel Discussion
This session will provide employers an overview of the FMLA Amendments, the ADA Amendments Act (2008) and help employers learn how to adapt their organizational policies and procedures to these new laws. This session will also discuss the perplexing interaction of FMLA, ADA and Worker’s Compensation laws.
Darlene Stewart
Darlene is with the Personnel Cabinet’s Office of Employee Relations. She has been with State Government since 1991 where she began her career in the Transportation Cabinet, Office of Aeronautics. She was the liaison between the Kentucky Airport Zoning Commission and State, local and Federal officials to facilitate the coordination of intergovernmental programs.
Darlene came to work for the Personnel Cabinet in March 2002, in the Division of Employee Benefits, as the administrator of the Federal, Family Medical Leave Act, of 1993. She is also the administrator of the state’s Annual Leave Sharing, Sick Leave Sharing and the Adoption Benefit programs. As administrator of these programs she is primarily responsible for assuring that all agencies are in compliance with both State and Federal Regulations relating to these programs. Darlene is also a mediator for the Kentucky Employee Mediation Program.
FMLA, ADA and Workers Compensation Panel Discussion
This session will provide employers an overview of the FMLA Amendments, the ADA Amendments Act (2008) and help employers learn how to adapt their organizational policies and procedures to these new laws. This session will also discuss the perplexing interaction of FMLA, ADA and Worker’s Compensation laws.
Mary Ann Taylor
Mary Ann Taylor has worked for the Kentucky Commission on Human Rights since August 1, 2006 as Supervisor of the Employment/Public Accommodations Unit and currently as the Supervisor of Education and Outreach. Prior to joining the Commission, she served as the assistant director for Kentucky’s Family Resource and Youth Services Centers. As such she supervised 10 Regional Program Managers who had fiscal, and grant compliance oversight of 852 Family Resource and Youth Services Centers located in all 120 KY counties.
She has also served as a Cabinet for Health and Family Services Service Region Administrator.
Mary Ann was raised in Lexington, KY, holds a Bachelor of Science Social Work from the University of KY and is currently enrolled at Webster University pursuing a Masters of Management and Leadership degree. She resides in Louisville, KY with her husband of 21 years, Stephen, and her four children. She is anxiously awaiting the birth of her first grandson Zion.
Education & Outreach: This is How We Do It
This panel of Education and Outreach staff will discuss KRS: 344 – level 101 (What can KCHR do for you), 10 Best Practices in presenting sexual harassment training, 10 Best Practices in presenting Police/Community Relations training and 10 Best Practices in presenting Human Rights issues and the law to immigrant populations.
Mac Warner
Mac, a research associate at the Institute for Workplace Innovation (iwin), conducts applied workplace based research and develops strategies for translating research findings into practical solutions. He is currently co-managing a Ford Foundation funded study examining the effects of quality work environments on business outcomes and employee work/life effectiveness. He is also the co-principal investigator of the Bluegrass Region High-Tech Entrepreneurial Environment Project. He is co-creator of iwin’s Innovative Workplace Assessment, and is currently leading a study on effective implementation of workplace flexibility. Mac has a B.S. in business from the University of Evansville, a M.S.W. from the University of Kentucky and is currently completing course work toward a Ph.D. in social work. His background includes over a decade of experience as a small business owner and substantial experience in program management and design. Over the past four years, he has worked extensively in the field of social science research, focusing on program evaluations in the criminal justice and child and family welfare systems.
Creating a Culture of Inclusion
A culture of inclusion is characterized by key leadership that embraces representation of a variety of backgrounds and perspectives and fosters a culture where the entire workforce feels respected, engaged, and contributes to its full potential. At the UK Institute for Workplace Innovation (iwin), we maintain that a culture of inclusion is one of eight organizational dimensions that comprise an innovative workplace. Learn the latest trends and what leading edge organizations are doing to create environments that attract, retain and engage their talent.