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In this Issue
How we get our work done is just as important as what we do in our work. The Met Council’s competency model outlines how employees are expected to conduct themselves in accomplishing their work. Each competency in the model is defined and describes expected behaviors. Evaluating competencies during annual performance evaluations is not new; however, the model has been refreshed to make the process easier and the measurements more specific.
Each employee at the Met Council has the following set of competencies that outline expectations and can help guide their development and success in their position:
- 5 core competencies: The refreshed model includes five core competencies that are essential for everyone at the Met Council, with distinct applications and behaviors at each job level.
- 4-5 level-specific competencies: Competencies are customized by job level and were selected to promote these four “super factors,” as was used with the old model: thought, results, people, and self.
Taken together, core and level-specific competencies provide direction around how to get the job done and how to build skills for the next level.
We reviewed all classifications and assigned all Met Council jobs to one of the following competency levels:
- Individual Contributor: Non-lead work positions, non-supervisory positions (see the distinction for the Senior Individual Contributor)
- Senior Individual Contributor: Lead work positions, non-supervisory positions classified as Grade I or Grade J, principal levels of an established position series (e.g., principal engineer within the engineering series)
- Front Line Supervisor: Supervisors and managers with non-supervisory direct reports
- Manager of Managers: Managers with supervisory direct reports, or senior manager staff
- Business Unit Leader: Director, assistant general manager, general manager, or other executive-level staff
If you want to check your job level, you can find it when viewing your class specification (under “Council Role”) or when logged in to Perform. The Met Council job levels have been set and will not be adjusted in 2020; although we welcome feedback and as with any new process or implementation, we will review and consider if any adjustments are needed for 2021.
To review your full set of competencies with guidelines for their behavior, find your job level’s competency handout on the Performance Management page on MetNet.
To find out more about competencies, search for the e-learning module in Learn: LOD Competencies at the Metropolitan Council. Contact your work area’s HR Business Partner if you have questions about competencies or your job level.
Attention managers and supervisors: With the new Perform system now launched in each division, now is the time for managers and employees to meet and discuss progress on goals and competencies. As part of the 2020 timeline for Perform, all managers are required to document a check-in with each of their employees in the online system by August 15. To learn more about check-ins, search for this e-learning module in Learn: LOD Perform Journal Entries and Check-ins for Managers.
This article is part two of a series in HR Connect on the refreshed competency model, helping staff understand the new measurements and how they are being used at the Met Council to evaluate and drive successful employee and organizational performance
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Our refreshed competency model includes five core competencies that are essential for everyone at the Met Council, with distinct applications and behaviors at each job level. These are critical skills and abilities all our employees need to practice to succeed in how they complete their work. They are:
- Values differences
- Customer focus
- Optimizes work processes
- Collaborates
- Instills trust
Over the next few weeks, we’ll explore each of these five core competencies and take a look at how they are applied to different roles across the Met Council.
To start, values differences is recognizing the value that different perspectives and cultures bring to an organization. At the Met Council, it’s critical that we all embed this value in our work, operations, and culture with our coworkers, customers, and partners across the region.
The focus of this competency is the same for every employee in our organization, but of course the work to practice this value looks different by job level and type. For example, an Individual Contributor who demonstrates values differences proactively seeks out opportunities to learn and put into practice ideas from others who have different perspectives, backgrounds, or styles.
A Manager of Managers demonstrates values differences by building a team culture in which differences are embraced, leveraging people’s differences as a way to strengthen workgroup performance, and enthusiastically advocating and helping others understand the business value of diversity.
This work will also look different depending on your work unit. Here are some examples of this competency in action at the Met Council:
- Participated in the Met Council’s webinars and town hall meetings to learn about and discuss equity, and then taking action.
- Volunteered at Second Harvest Heartland’s distribution facility.
- Visited the Ain Dah Yung Center, a St. Paul-based emergency shelter for Native Americans, to interact with residents and expand perspectives.
- Donated warm socks for the homeless.
- Visited the Pride gallery organized by Environmental Services and asked questions to learn more about Pride.
The Met Council has a strategic vision for equity outcomes in the region. That vision translates into how we work as an organization in terms of equitable outcomes within our own organization. Valuing differences as a competency is how employees in all parts of the Met Council live out that vision.
To review your full set of core and level-specific competencies with guidelines for their behavior, find your job level’s competency handout on the Performance Management page on MetNet.
Have you been submitting the same application to a variety of jobs with little results? That may be because you’re not highlighting the skills and experience you have that apply specifically to the job for which you’re applying. Make it easy for the hiring manager to see why you’re great for the job by tailoring your application to it.
You can find more information in the Metropolitan Council Internal Application FAQ Guide.
Learning and Organization Development (LOD) is pleased to offer two career enrichment classes: Writing for Results and a new offering, Influence with Confidence. Career enrichment classes are freestanding classes offered throughout the year on topics in great demand. We hope to attract a diversity of participants to share the experience and learn from each other. Classes are open to everyone!
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Thursday, August 6
Writing for Results - This class provides writers with the techniques needed to efficiently produce communications that inform, persuade, or motivate readers.
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Tuesday, September 22
Influence with Confidence - In this class you will learn how to develop partnerships, build credibility, and approach situations with a positive mindset and considerations of others’ perspectives. You will be introduced to influence planning tools to help increase confidence and prepare for influence situations and anticipate reactions.
Both classes will be offered live via Webex from 9:00 to 11:30 a.m.
To enroll, access Learn and click the library icon. Click the arrow to the right of “A- Learning Institute” and click “LOD Classes Open for Registration.” Locate the class and register.
Contact learn@metc.state.mn.us if you need assistance with registration.
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There are several consultants in Human Resources who are happy to answer your questions regarding telework, COVID-19 leave, contract interpretation, disability management, or team-building just to mention a few.
To assist you with quick connections with Human Resources, please check out the HR Consultant Contact (PDF) form on MetNet.
COVID-19 won’t sideline this Environmental Services employee’s focus on wellness
Prior to the pandemic, Tina, an assistant manager in Industrial Waste, was a prime example of focused balance. She was thriving in the spiritual, physical activity, and nutrition components of wellness. Tina and her sons cooked meals from scratch, making sure to use lots of vegetables. She made sure to make time for her five most important things: family, faith, work, friends, and wellness. And she was regularly doing walking check-ins with her direct reports to find ways to work wellness into her day.
Then the pandemic hit, which introduced stress and anxiety into her life and disrupted that balance she was used to having. Tina’s foundations of self-care helped her to re-focus on the things that keep her well. Fit For Life recently connected with Tina to learn more about her wellness journey and how the pandemic has affected it. She has learned a lot during this time and commented about her experience:
"Like everyone, I experienced a lot of anxiety this spring which made me realize that emotional wellness must be a priority. Yoga, meditation, and time with family and close neighbor friends are much more important to me now."
Wellness Around the Council is a monthly HR Connect series from the Fit For Life team that features initiatives, groups, and individuals who are exhibiting their well-est selves at work, and beyond – from fitness to healthy eating to mental health. If you’d like more information, contact HealthPartners on-site Health Coach Ashley.Starr@metc.state.mn.us.
On Monday, July 20, we are reopening to employees all 19 on-site, unstaffed fitness rooms across the Met Council. These facilities have been closed since early in the COVID-19 pandemic, as a measure of caution and in accordance with Gov. Walz’s order to temporarily close fitness centers.
To prevent further spread of COVID-19, Met Council employees must follow these rules when using the on-site fitness rooms:
- The fitness rooms are only for Met Council employees working on-site. Employees are not allowed to come to work just to use a fitness room.
- Do not exceed the fitness room’s maximum user capacity, which is listed on MetNet and posted outside the room.
- Practice physical distancing and maintain at least six feet between you and others in the room.
- Wipe down all equipment before and after use with the provided disinfectant.
- Do not use fans in the fitness room.
- Be mindful of workout time duration when others are waiting to use the fitness room.
- Face masks are required if you are in a fitness room while others are present.
- If you become ill after using a fitness room, immediately contact your manager or that room’s employee contact, which is listed on MetNet and posted outside the room.
Note: A fitness room may be closed to be cleaned and disinfected if it is determined that an ill employee used the fitness room and equipment.
Contact Fit For Life (FitForLife@metc.state.mn.us) or the room’s employee contact if you have questions about using the fitness rooms.
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