Profile Magazine - LGPro - 2022 Summer Edition

THE NEW Awards BRING ON

Celebrating the professionals behind the projects

Learn about the two customercentric award programs opening up side-by-side.

What’s in the way of inclusivity

Cultural

Humble achiever takes 2022 Sally Isaac Award

Meet the rising star awarded at the first in-person Sally Isaac Award ceremony in three years.

From Local to International Professional

We revisit a Sally Isaac winner awarded at the height of the pandemic to find out how she is now putting the scholarship to use.

The Data Behind Disaster

JLT’s plan to bring insurers and community confidence back to disaster-prone local government areas.

Leading the nation on green innovation

How Darebin City Council took out the Environmental Leadership and Sustainability Award at this year's National Federation Awards.

The executives investing in their leadership

Introducing 2023’s cohort of leaders building on their potential in the Executive Leadership and Emerging Leaders Programs.

What’s on in 2023?

See the full calendar of events and professional development opportunities for the half-year ahead.

From the LGPro President & CEO

As the member association and leading voice for people working in Victorian Local Government, your interests are our interests. Part of LGPro’s mission is to advocate for you – our professionals – and our shared interests.

The year behind us and the year ahead are vocal ones for LGPro, where we seek to influence the decisions that affect our shared interests.

Looking back, our team has been busy, from helping councils become truly inclusive employers with tangible Victorian Government support to creating and supporting pathways for women in STEM fields in our organisations.

Looking to the year ahead, we will continue this momentum by pursuing legislative change that will ensure that councils operate efficiently and that their 40,000 staff across the state are safe and secure in their work.

We will be looking to bridge the skills gap so that you and your teams are able to deliver the critical services our vast communities rely on while making sure our councils are equipped to be inclusive of the diverse communities we serve.

We have been consistently on top of the big issues affecting our sector as they have arisen but making advocacy a priority has required a concerted agenda. These key pillars will guide a more coherent voice informed by your ongoing feedback and on-the-ground understanding as a member of LGPro. We have seen positive change already, and we are excited by the possibilities that 2023 holds.

And we are equally excited to welcome you again to in-person engagement with your peers at the many events scheduled in 2023. This includes a refreshed Annual Conference with an exciting, extensive, and inclusive format that we are raring to unveil soon.

While we wait for the learning to come at events like these, I hope you learn something from this new edition of Profile magazine, whether it be an insight on building a culturally safe workplace or even how to put your colleagues’ name in the awards hat so they can share the spotlight they deserve.

Liana Thompson President Local Government

Professionals

Victoria Jill Brown Chief Executive Officer

Speaking up for local government professionals

“We have seen positive change already, and we are excited by the possibilities that 2023 holds.”

CELEBRATING PROFESSIONALS BEHIND THE

projects

Nominations for two customer-centric award programs are now open side-by-side

Customer impact and planning for the community go hand-in-hand; they are both focused on positive outcomes for residents. That is why the 2023 Customer Impact Award and Corporate and Community Planning Award have opened up side-by-side.

The Customer Impact Award recognises the individuals and teams behind the year’s most innovative initiatives that have helped deliver more engaging, meaningful, and relevant customer experiences. The Corporate and Community Planning Award meanwhile celebrates the success of the sector’s planners in these spaces.

Last year’s awards – sponsored by CSBA – saw the pioneering efforts of councils powering through the pandemic celebrated, with Frankston City Council taking the Customer Impact trophy for its agile implementation of live chat functionality within 48 hours.

With the brunt of the pandemic behind us, this year’s awards will continue to look back at initiatives that have been implemented in response to and in recovery from the pandemic, so long as their tangible outcomes can now be measured as we look back.

For more than 20 years McArthur has researched and published national remuneration surveys for Local Government, p roviding c ouncils w ith v ital insight to support remuneration and wider business decision-making.

With unparalleled insight and experience, our consultants deliver relevant and up-to-date advice tailored to specific organisational specifications that helps Local Government employers to:

• Improve staff retention rates

• Increase staff engagement

• Ensure competitive advantage

• Optimise recruitment

It is our unparalleled experience and genuine expertise that makes sure your remuneration strategies are on the money, so to find out more, contact Mark O’Brien or Michael Arcella: e: mark.obrien@mcarthur.com.au e: michael.arcella@mcarthur.com.au t: (03) 9828 6565

What’s in the way of inclusivity

Div is a respected diversity and inclusion advocate with over 25 years in the trade and has seen 600 alumni walk through the Culturally Diverse Women masterclass program she set up to help women with varied backgrounds navigate the leadership ladder.

She tapped her insight from this experience to inform and inspire the diverse women of Local Government and male allies in the room – and particularly those at the recruitment table. She began with a snapshot of the state of female leadership in the sector.

“I hear that women comprise about 20 to 25 per cent of Local Government’s senior officers nationally. Victoria’s currently faring a little better at about 30 to 35 per cent of women representing CEOs and Directors, and I wonder how many of you are in the room tonight.”

The 2022 Women’s Network Dinner was made possible by Principal Sponsor McArthur and Supporting Sponsor Russell

Cultural inclusion specialist Div Pillay joined hundreds of professionals at the Women’s Network Dinner in November for a diverse discussion on the intersection of gender, race, and culture.

Kennedy Women’s Network.

Div Pillay speaking at the 2022 Women’s Network Dinner.

She took a step further into who those numbers represented.

“I also wonder if this progress actually is reflective of women from intersectional backgrounds, and I’m talking about First Nations women, women of colour, women with disability, women from different ages and life stages, from different socioeconomic backgrounds.

“I always question leaders in Australia about this: are we lifting all women up in our gender equality-making? The short answer is no.”

Div pointed out that while Australia was number one for women’s educational attainment in 2021 based on World Economic Forum data, Australia was simultaneously down at 50 on gender equality-making and 70 for the full economic participation of women.

She dives deeper into the data from here – something she says is important for turning words into action.

“I always say that in diversity and inclusion, you’ve got to have measurement and evaluation of the change because otherwise we end up in a talk fest and we put a lot of burden of the change-making on women when we should be making the change on systems.”

In examining the data, Div found that Workplace Gender Equality Agency data put the gender pay gap at 13.8 per cent. With an ethnocentric lens, her research found the ethnic pay gap in the public sector “almost doubles or more than doubles for women of colour at 33 to 36 per cent. And for men of colour, around 16 to 20 per cent.”

“We found in the Victorian Public Service that one in three women don’t feel culturally safe at work. One in two First Nations women experience a lack of cultural safety.”

To explain the gap, she notes that “there is overrepresentation at the entry- and mid-levels, and we’re really not seeing that progression into senior leadership, with little to no representation on Boards or governing bodies” for ethnically diverse employees.

“A phenomenon called occupational clustering shows a disproportionate, highly-representative number of people of colour in specialised roles, in service to the community, in technical roles – not in leadership.

“Are we lifting all women up in our gender equalitymaking? The short answer is no.”

“And that is absolutely borne out in the First Nations perspective as well. So the number of government roles where there is a high proportion of First Nations women, we see that they often are in First Nations-specialist roles servicing the community, and whether they get out of that into other roles like strategy or transformation is something that we don’t see.”

One key to addressing the issue is fixing problems at the very beginning of the hiring process. Div pointed to the structural bias she has often seen at the beginning of the employee journey, beginning with the HR process of recruiting – whether it be in the language used in position descriptions or in the prerequisites advertised, and even the lack of diversity in interview panels.

An example she used as a mitigation strategy here would be having multiple people sitting on any recruitment panel. Of the panel, she advised recruiters ensure that this panel included the lived experience of prospective employees, whether they be women or culturally diverse people, for example, to reduce the unconscious bias often endemic in the process.

“The types of questions asked is one thing, but the way that you interpret the answer is another.”

“This is the reason why culturally diverse women are really not progressing in leadership: it’s because their career mobility is actually halted by their lack of a sense of cultural safety.”

She noted that it was essential to apply an “equity lens” during the interview process. Pre-empting that a woman in a male-dominated field may not have the same breadth of experience as a more senior male counterpart, for example, a hirer here may factor in what other benefits that individual would bring to a role and what could otherwise be developed on the job. But systemic issues with the hiring process were not Div’s greatest worry.

“Here's what worries me the most. This is the reason why culturally diverse women are really not progressing in leadership: it’s because their career mobility is actually halted by their lack of a sense of cultural safety.

“We put a lot of burden of the change-making on women when we should be making the change on systems.”

“We found in the Victorian Public Service that one in three women don’t feel culturally safe at work. One in two First Nations women experience a lack of cultural safety. And one in five Anglo or European women feel a lack of psychological safety.

Div cited University of Melbourne research that showed 76 per cent of women of colour did not report racism and sexism experienced at work, in part because they did not trust the system around them at work to be able to deal with it.

This blind spot is one that LGPro has been addressing in a new training offering for councils looking to build this empathy and address the complex issue that is stymying the inclusivity of their organisations.

With the introduction of the bespoke Cultural Inclusion and Safety Workshop, LGPro has been inviting council professionals to learn more about the issue from a lived experience perspective and find out how they can create the change that can empower their staff.

Click through to learn more about LGPro’s cultural safety training, specifically formulated for local government workplaces.

“Do they report it? No, they do not. They are so worried about their sense of safety that they do not report it.”

LGPro walks through the experience of CALD jobseekers and council employees with the founder of Professional Migrant Women in the latest episode of the podcast for local government decision makers.

The LGProcast is proudly brought to you by Public Sector People.

Listen to Fabiola Campbell in the new episode of the LGProcast now, proudly brought to you by Public Sector People.

Founder of Professional Migrant Women, Fabiola Campbell.

Want to know what your culturally and linguistically diverse staff really feel?

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HUMBLE ACHIEVER TAKES 2022 SALLY ISAAC AWARD

The naturally introverted (and selectively extroverted) Tanarly Hood took out the 2022 Sally Isaac Memorial Scholarship Fund Award at the first in-person ceremony in three years.

Sally Elizabeth Isaac was an inspirational young leader in the Local Government sector who passed away in early 2009.

As an enduring legacy, her family, friends, and colleagues set up an educational scholarship to help foster young women leaders who have similarly made significant contributions to their communities.

With members of Sally Isaac’s family in attendance, this year’s Sally Isaac Memorial Scholarship Fund Award was introduced by Sally’s former colleague who reflected on what the award signified over a decade into its history.

Kate McCaughey recollected the journey of the prize and its namesake, from its origin as an “award that was developed by people who loved and adored her to 14 years of a legacy.

“It’s really special to win something like this, so thank you.”

“A legacy is really different to a memory. If you think about awards like the Nobel Peace Prize, you might not remember every award, but you really know what it’s about.

“Sally was about incredible community action at the grass roots, grounded in social justice, with a huge amount of optimism about what was possible.

“The nominees and the work that these young women are doing – it’s kind of everything she stood for. So what I’m really so proud about tonight is that legacy.”

That legacy was handed to a similarly inspirational young First Nations woman with a commitment to family and community that night.

Former colleague of Sally Isaac, Kate McCaughey.

Tanarly Hood, Youth Officer at Baw Baw Shire Council, was awarded as a humble achiever and natural leader, empowering those around her and enabling those she serves in her work.

“I just want to say… wow. What an honour. This is incredible,” Tanarly began in her brief acceptance speech. “And to especially hear about the person that Sally was and the impact that she had on the people around her, it’s really special to win something like this, so thank you.

“Thank you so much to Baw Baw Shire Council that have supported me and empower me to do all the work that I do.”

And looking out to her colleagues who joined her in the audience, “Caz, Leonie, and Dean – thank you so much for supporting me through thick and thin.”

“Sally was about incredible community action at the grass roots, grounded in social justice, with a huge amount of optimism about what was possible.”

You can read more about the Awards, Tanarly’s work, and each inspirational nominee in the Award Booklet.

From Local to International Professional

With the pandemic putting a pause on Sally Isaac Award celebrations, we revisit the 2020 winner’s story and how she is now putting the scholarship to use.

NICOLA PARKES

Former Youth Services Team Leader, Port Phillip City Council (Now Programme Support and Gender Officer, Southeast Asia and the Pacific, Conciliation Resources)

Nicola was awarded for her pioneering and pragmatic delivery of digital events and youth services at the height of the pandemic. An asset to the Local Government sector, Nicola quickly developed and matured a dynamic skillset to deliver a complex piece of work amid strict lockdowns.

Having made a tangible impact on her community and council, Nicola has since built upon this skillset and applied it to an even bigger community, now working in international peacebuilding.

Taking a now-extensive background in youth work with newly arrived families in Australia and experience working in refugee camp contexts abroad, Nicola has been applying and building on her Master of International Development degree.

“The award continuously motivated me to look beyond the completion of my master's degree and find ways to build connections and skills abroad that would have a positive impact on my future career as a young professional,” Nicola tells LGPro.

“The Sally Isaac Award allowed me to be creative in the way I wished to build my skills and allowed new doors to open in the process of securing an invitation to Brandeis University.”

Nicola was recently invited to Brandeis University in the United States as a visiting scholar in residence by the institution’s Creativity, the Arts, and Social Transformation minor and its Program in Peacebuilding and the Arts, where she is set to arrive in early 2024. With the invitation accepted, Nicola will now be applying the scholarship funds to this next step in her career journey.

“I am so happy to be back travelling for work and catching up with family now that I have finished my master’s degree. I look forward to seeing different and new places using the scholarship attached to the Sally Isaac Award in 2024.”

“I am now connected with wonderful Arts and Peacebuilding practitioners around the world because of this award.”

Nicola Parkes in London on a recent work trip on behalf of Conciliation Resources.

The Data Behind Disaster

data together

The most recent Federal Budget included a $22.6 million reform package looking to address the cost and availability of insurance in disaster-prone areas. The package included the creation of a national dataset focused on insurance affordability.

JLT Public Sector has designed a program to gather new data that will focus the lens on Local Government. The new database-in-the-making is intended to reflect what councils are experiencing on the ground.

For this, they are enlisting councils to create the new data via their National Local Government Vulnerability Program (NLGVP) with the aim that every council will have access to a consistent baseline for identifying their vulnerabilities and mitigating their risks with targeted actions and investment.

Funded by JMAPP, the NLGVP is currently on a showcase with 25 select councils across Victoria and Tasmania to be completed by June 2023.

JLT is sitting down with the strategic planners and executive leadership of these participating councils and asking them 50 targeted questions to assess, monitor, and measure the challenges, opportunities, and effects of natural disasters on councils and their communities. These questions build a qualitative report – or ‘vulnerability profile’ – that will inform local governments’ operational and strategic risks and support Council decisions for investment in disaster mitigation (and even lobby for targeted funding support from other levels of government with a clear evidence base).

JLT is bringing

to bring insurers and community confidence back to disaster-prone local government areas.

The ubiquitous response JLT has received so far from councils: “We should have been doing this years ago.”

And they have heard a similar message from insurers.

The data is equally valuable for “insurance” discussions around community expectations and needs in disasterprone local government areas where the potential for insurer withdrawal is very real. The harmonised database will assist to measure, monitor, and eventually benchmark the value of investment in natural disaster mitigation by councils – and the prospect is attracting insurers’ attention and appetite to continue to support communities.

JLT has been building this program over the last two years and continues to seek out federal funding to deliver the program and collect this data at no cost to councils. To get there, they are continuing to build on the current database with willing councils via the showcase supported by JMAPP.

The end result is promised to be an interactive benchmark of Local Government’s vulnerability to inform successful interventions on a regional up to a national scale, developing the sector’s capacity for resilience.

JLT Public Sector has designed a program to gather new data that will focus the lens on Local Government.

JLT Public Sector General Manager for Victoria and Tasmania, Bronson Justus.

JLT PUBLIC SECTOR

For over 50 years we’ve been here with you, through the everyday to the unexpected. And that’s just the start. Our passion, curiosity and client-first philosophy truly makes JLT who we are … and we are here for you. Always

www.jltpublicsector.com

The ubiquitous response JLT has received so far from councils:

“We should have been doing this years ago.”

Confidence

are a longstanding panel member on the MAV Insurance panel for Councils and have also been appointed as a preferred legal provider to Councils on the MAV Procurement panel and a number of individual council panels for commercial work. The Hon John Pandazopoulos is our Manager, Local Government Engagement. John will be making contact with many of you to talk about our expert service offering and importantly, the real value our fees represent for legal spend.

Making a difference

Russell Kennedy is a major provider of legal services to local government. We have an extensive range of council clients - metropolitan, regional and rural.That service extends back many years, allowing us to apply a broad range of experience and industry specific knowledge.

We are a “full service” provider, working across all aspects of legal service required by our local government clients.

Our strength and ongoing success comes from our commitment to our local government clients and our team enjoy the work due to the client relationships we build and the contribution it allows us to make to the sector and to the community.

For further information on our local government legal services, visit: russellkennedy.com.au

Fly the rainbow flag with LGPro

LGPro invites you to (literally) walk the walk on inclusivity by taking part in Pride March this February.

LGPro is the member association for everyone in Victorian Local Government. That is why we invite you and your council to celebrate community, equality, and representation with us at the annual LGBTIQA+ Pride March in St Kilda with your peers in the sector.

Whether an ally or member of the community, this is an opportunity to show your support by marching alongside sector colleagues behind the LGPro banner.

To take part in support of our LGBTIQA+ Local Government members, family, friends, and wider community, reach out and register by Thursday 2 February at LGPro.com.

Leading the nation on green innovation

Darebin City Council took out the Environmental Leadership and Sustainability Award at this year's National Federation Awards.

The 2022 LGPro Awards for Excellence were proudly supported by

Celebrated alongside LGPro's state and territory counterparts and local government professionals across Australia, Darebin was awarded for spearheading the Victorian Energy Collaboration (VECO) at the nationallevel award ceremony.

VECO is the largest emissions reduction project ever undertaken by local governments in Australia, with nearly 50 Victorian councils pooling their electricity needs into one long-term contract for 100 per cent renewable energy.

Read all about their awardwinning endeavour in LGPro’s 2022 Awards for Excellence yearbook.

The executives investing in their leadership

Meet 2023’s cohort of senior executives building their leadership acumen in the Executive Leadership Program.

26 senior executives from across Victorian Local Government have been selected for the 2023 Executive Leadership Program. LGPro received a record number of nominations for its flagship leadership development program, making the selection process for this new cohort all the more difficult.

2023’s participants are as follows:

Tony Caccaviello – Yarriambiack Shire Council

Cam Arullanantham – Frankston City Council

Brant Doyle – Moira Shire Council

Callum Pattie – Casey City Council

Bulent Oz – Mornington Peninsula Shire Council

Jody Riordan – Latrobe City Council

Sean McManus – Melton City Council

Bryan Wee – Boroondara City Council

Emma Little – Central Goldfields Shire Council

Janine Morgan – Whittlesea City Council

Andrew Burgess – Hepburn Shire Council

Tom Razmovski – Brimbank City Council

Melinda Collis – Indigo Shire Council

These professionals will join an alumni group of some of the most accomplished leaders in Local Government following a year of learning that will see them expand their skillsets (and mindsets) to become confident and capable leaders.

Judy Chalkley – Knox City Council

Natasha Swan – Banyule City Council

Yvonne Callanan – Merri-Bek City Council

Nicole Laurie – Moonee Valley City Council

Debbie Tyson – Cardinia Shire Council

David Rae – Moyne Shire Council

Laura Jo Mellan – Maribyrnong City Council

Cameron Montgomery – Ballarat City Council

Adele Drago-Stevens – Macedon Ranges Shire Council

Dena Vlekkert – Mansfield Shire Council

Sharelle Knight – Ballarat City Council

Lynnere Gray – Golden Plains Shire Council

Andrew Fletcher – Campaspe Shire Council

The 2023 Executive Leadership Program is proudly supported by Camden Search

The next generation of senior leaders emerge

Introducing the 2023 group of maturing leadership talent building their potential in the Emerging Leaders Program.

Alongside the 26 executives joining XLP, the same number of professionals from across Victorian Local Government have been selected for the 2023 Emerging Leaders Program.

The ELP is a year of unique leadership-focused experiences designed to develop and inspire Local Government’s most promising leaders looking to move up the ladder of their council.

The 2023 Emerging Leaders Program is proudly supported by HR Legal

Congratulations to Belinda Crawford, Early Childhood Leader for Aboriginal Programs at Latrobe City Council, scholarship recipient for the 2023 Emerging Leaders Program.

LGPro would like to thank Telstra for sponsoring scholarships that empower Aboriginal and Torres Strait Islander professionals like Belinda through careeradvancing leadership courses like the Emerging Leaders Program.

2023’s participants are as follows:

Nicholas Sapounas – Corangamite Shire Council

Michelle Forrest – Glen Eira City Council

Jason Brady – Horsham Rural City Council

Tahlia Grandin – Baw Baw Shire Council

Samantha Cross – Cardinia Shire Council

James Madder – Frankston City Council

Rewa Smith – Bass Coast Shire Council

Kate Hills – Mornington Peninsula Shire Council

Justin Quinn – Whitehorse City Council

Kylie Sergi – Mildura Rural City Council

Jamye Grossman – Casey City Council

Deanne Halpin – Yarra City Council

Phoenix Wolfe – Greater Dandenong City Council

Belinda Crawford – Latrobe City Council

Simon Fishlock – Hepburn Shire Council

Patricia Clive – Macedon Ranges Shire Council

Tom Haysom – Glen Eira City Council

Heath Steward – Ballarat City Council

Michael Eddington – Kingston City Council

Simran De Cruze – Monash City Council

Lizzy Skinner – Darebin City Council

Mitchell Dedman – Hume City Council

Jayme Collins – Indigo Shire Council

Abby McCarthy – Yarra Ranges City Council

Will Gowans-Rief – Port Phillip City Council

Candace Guest – Brimbank City Council

LGPro is proud to be supporting emerging leaders in Local Government who identify as Aboriginal or Torres Strait Islander.

Why we’re the leading voice

LGPro is the member association and leading voice for people working in Local Government in Victoria, providing leadership, professional development, and representation in the pursuit of excellence.

Part of LGPro’s mission is to advocate for this sector and its professionals, with one of the key pillars of its current strategic plan being to influence decisions affecting Victorian Local Government and the interests of LGPro members through ongoing advocacy.

Find out LGPro’s position on key issues affecting Victorian Local Government and its professionals.

CLICK HERE TO FIND OUT MORE

CONFERENCES

MORE INFO

FORUMS

MORE INFO

2023 PROFESSIONAL DEVELOPMENT CALENDAR

PROGRAM INFORMATION DATES

Ignite enables those without formal experience in managing and leading people to develop the competencies required to be successful in their role.

Targeted to outdoor workers without formal experience in managing and leading people to develop skills required to be successful in their role.

Unique leadership-focused activities and experiences designed to develop and inspire emerging leaders.

Designed exclusively to expand and develop the skills of senior executives to become confident and capable leaders.

Registrations for Series 1 now open. Program commences 23 March 2023

Registrations for Series 1 now open. Program commences 28 February 2023

Nominations for 2023 closed. Program commences 22 February 2023

Nominations for 2023 closed. Program commences 16 February 2023

2023

Designed to equip managers with the skills and knowledge they require to further develop their career.

A cross-council program bringing together officers from all levels and locations to learn from each other by sharing knowledge, expertise, and skills.

Thought-provoking ideas and sector insights from highly regarded presenters in regular lunchtime learning opportunities.

Registrations for Series 1 now open. Program commences 7 March 2023

Registrations now open. Program commences 29 March 2023

Webinars are held weekly from January onwards (excl. school holidays and conference weeks)

SPECIALISED PROGRAMS

PROGRAM INFORMATION DATES

An overview to Local Government and the important role it plays for newcomers to the sector.

Providing anyone creating Council reports with the nuance behind writing a good report.

Supporting non-finance staff in performing their financial planning and reporting responsibilities.

An introduction to project management covering the basic principles of managing projects to ensure successful project delivery.

Building on the fundamental skills and underlying theory of project management, this is the next stage of learning for those who have begun managing projects.

Online: 1 March, 27 April, June 20

In-Person: 7 Feb, 29 March, 17 May

Self-Paced: Anytime

Online: 14 June In-Person: 21 March

TBA

Online: 14, 21 Feb and 23, 30 May

In-Person: 22 March

Helping frontline local government workers manage their most challenging customer conversations. Online: 15 Feb, 31 May

A two-part workshop exploring the roles of the Council and executive in the context of the Integrated Strategic Planning and Reporting Framework and the Local Government Act 2020.

This workshop builds skills and practices to increase cultural inclusion and reduce racism in the council workplace.

Six core units fully accredited by the Australian Skills Quality Authority (ASQA) under the Australian Qualifications Framework (AQF).

11 core units fully accredited by the Australian Skills Quality Authority (ASQA) under the Australian Qualifications Framework (AQF).

Nine core units fully accredited by the Australian Skills Quality Authority (ASQA) under the Australian Qualifications Framework (AQF).

In-Person: 15 March Online: 5 April

In-Person: 21 February, 23 March, 23 May, 20 June

In-person: 20-22 February Online: 28-30 March

Self-Paced Distance: Anytime

In-person: 20-24 February Online: 2 blocks: 28-30 March and 27-28 April

Self-Paced Distance: Anytime

In-person: 13-17 March Online: 3 blocks: 9-10 May, 30 May-1 June and 14-15 June

Self-Paced Distance: Anytime