Explore a modern masterpiece of biblical scale. Learn the design, history, and artistic context of The Saint John’s Bible—created entirely by hand. View original volumes cared for by Westminster Presbyterian Church with Jennifer Awes-Freeman, Director of the Westminster Gallery and Collection. The Saint John’s Bible is the first hand-written and illuminated Bible created in over 500 years by the community at St. John’s in Collegeville, MN. It is a collective work of 23 artists taking over 15 years to make one copy of the Bible, with 1,120 handwritten pages, almost 4.3 million handwritten letters. The Saint John’s Bible Heritage edition, is one of 299 copies of this original work currently on loan to Westminster. Join us to learn more and see this unique and beautiful piece of art.

You as a manager are on the front lines of human resources (HR) for your organization.Upskill your knowledge about HR. Conquer one of the essential competencies for a successful manager, moving up, and contributing to the productivity of your organization. Crush it with your people. Whether you work with a small organization or a large one with HR specialists, you play a critical role in creating a positive HR environment. Know what every manager needs to know about HR. Courses in this certificate must be taken in the following order: Your Roll in HR HR Aspects of Good Leadership Optimizing Performance and Employee Success Courses are online and asynchronous, meaning students may login to the classroom anytime during the course session, day or night, 24/7. For more information, go to our Online Professional Development Certificates & Courses FAQ Class details: Your Roll in HR Unit 1: The Role of Human Resources Concise breakdown on what HR is Overview of what HR professionals do Your role in HR as a manager Moving forward with confidence in your people management responsibilities Unit 2: Strategic HR: Human Capital and your Mission What HR outcomes you should target as a manager Developing your people goals Gaining access to cutting edge research Tapping evidence-based recommendations Boosting your human resources leadership with non-HR managerial skills. Unit 3: Onboarding The critical first few days and weeks The Onboarding process and tips Fostering peer relationships and support Establishing expectations The Onboarding outcomes and results Unit 4: Talent development and Organizational Goals Upskilling your employees Training for success Coaching for high performance Your role in employee retention Aligning your HR role with employees for organizational success HR Aspects of Good Leadership Unit 1: The Doctrine of Employment-At-Will The difference between federal & state employment-at-will laws. How at-will employment works in conjunction with the employee hiring, firing, disciplinary action & suspension process. Understanding employment-at-will violations (covenant of public policy, covenant of implied contracts, and covenant of good-faith and fair dealing). EEOC regulations that offer protection for employees in the workplace. Leadership actions that can work for, or against, company leaders if an employee files a claim/lawsuit. Unit 2: Effectively Dealing with Disruptors & Difficult Employees How to stop bad employee behavior before it gets out of hand. How to use company policies & work rules to set employee boundaries. How to effectively deal with workplace gossip, blame, narcissistic behavior, and passive-aggressive workers. Easy to learn skills, techniques & guidelines for successfully managing and addressing the most difficult employee personalities. Unit 3: Preventing Employee Threats & Threatening Behavior What constitutes threatening behavior in the workplace (implicit & explicit words/actions, open racial/religious prejudice, bullying, etc.). How to detect and address threatening behavior (against management or between co-workers). When to get HR and/or law enforcement involved. Properly documenting threatening incidents. Unit 4: Avoiding Complaints of Harassment, Retaliation & Unfair Treatment Do’s & Don’ts for effectively handling employee complaints & dealing with HR investigations. Liability issues for harassment & hostile work environment by supervisors/managers. Inappropriate work relationships that can create personal & legal issues for company leaders. Interpersonal skills that promote good leadership in today’s hectic legal-prone work environment. Optimizing Performance and Employee Success Unit 1: Define and Communicate Job Expectations Identify, create, and communicate job expectations. Collaborate with employees on job expectations. Connect employee behaviors to job performance. Describe performance expectations. Unit 2: Employee Engagement and Performance Management Apply tools and techniques for employee buy-in and commitment. Define intrinsic and extrinsic motivation. Lead employees to take ownership of their own performance. Gain employee ownership and commitment. Unit 3: Documentation and the Performance Review Process Develop coaching skills. Practice giving performance feedback. Describe job performance using behavioral terms. Identify key aspect to include in the performance review. Unit 4: Create a High-Performance Team Culture Identify the vision for your team culture. Evaluate the behaviors that undermine your team culture. Evaluate the behaviors that support your team culture. Create a sustainable team culture for the future.

Calling all flappers. A journey through the early years of jazz. Discover the fad dances from the 1920s Harlem like the Charleston, the Big Apple, Swing and Shim Sham Shimmy. If class is full, please enroll for the waitlist. We will contact you if a space becomes available.

Learn how to find and craft the honest, hilarious, painful and transformative true stories in your own everyday life in this encouraging and participatory workshop. Through discussion, writing exercises and even a little improv, we’ll focus on the definition of “story” and the essential building blocks that make up a story: identifying conflict and dramatic arc; bringing scenes to life with action, emotion and sensory detail; and embracing your unique voice.

Ponder philanthropic considerations of which type of non-profit to support, targeted versus specific gifts and what the proper donation size is for you. If class is full, please enroll for the waitlist. We will contact you if a space becomes available.

Use tie dye techniques to make your shirts, socks and bandanas colorful and vibrant. Grades are the year your student will be entering in the fall. A lunch is available to all students. Please select this option when you register. Community Education uses a sliding scale model for program fees so our summer programs can be financially sustainable and more equitable. The different prices reflect the average cost of offering a class as well as discounted options and options that help us cover our administrative costs. Families are asked to pick the price that they are able to pay. If you need further financial assistance, please contact the lead coordinator of the Super Summer Program at lissa.gordon@mpls.k12.mn.us or call 612.668.4922.

This is a gradual separation class (child and parent spend time together and practice spending time apart). The age range listed for this class is based on the child's age on the date the class session begins. Support your toddler’s need to show greater independence and self-confidence along with their development, thinking skills, and language skills through singing, playing, reading, and caregiving discussions. Caregiver discussion will focus on topics relevant to life with your toddlers, twos, and threes. Caregiver discussion includes topics on development, toilet learning, separation, bedtime, nutrition, and routines. A limited number of Infants 0-4 months are welcome to stay with parents during discussion time. Please enroll your young infant only in the Sibling Care option. NOTE: These young infants will remain with the parents during discussion time. ECFE classes are priced on a sliding fee schedule based on family income. Please choose the fee that best fits your family budget. A 10% surcharge will be applied to fees for Non-Minneapolis residents.