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In this Issue
2020 is more than half over, and managers should be checking in with their employees regarding annual performance goals to acknowledge progress, offer assistance, and discuss any needed adjustments. The new Perform system, which is now launched in each division, can guide managers in discussing 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. The check-in consists of five basic questions.
This is the only check-in we are mandating as part of the 2020 performance evaluation process. However, we recommend that managers and employees check in with each other on goals and competencies progress at least once a month. Regular check-ins help ensure there are no surprises for either manager or employee come the year-end performance evaluation. Ongoing and progressive discussions help address issues as they arise and make adjustments as necessary throughout the year.
As part of the check-in, you will be asked to give an update on progress on competencies. It gets a bit easier and helps save time when you regularly create journal entries and tag goals and competencies in the journal entries, so you can easily revisit content you’ve already created about this employee to build your update.
Since early July, we have been sharing information and best practices in HR Connect about our refreshed competency model and functionality in the new Perform system like journal entries and tagging goals and competencies. Review these articles for more on these topics.
To learn more about check-ins and competencies:
- Watch these quick walk-through videos on MetNet:
- Search for and watch these eLearning modules in Learn:
- LOD Perform Journal Entries and Check-ins for Managers (12 min.)
- LOD Perform Journal Entries and Check-ins for Employees (10 min.)
- LOD Competencies at the Metropolitan Council (17 min.)
- Review your full set of competencies with guidelines for their behavior by locating your job level’s competency handout on the Performance Management page on MetNet.
- Email Perform@metc.state.mn.us if you have questions about using the online system.
This article is part five 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: values differences, customer focus, optimizes work processes, collaborates, and instills trust. So far, we’ve looked at the first three values and how these competencies are applied to different roles across the Met Council.
Next, collaborates is the value of building partnerships and working collaboratively with others to meet shared objectives. As with any endeavor, collaboration is critical to the success and effectiveness of our organization. We meet the needs and goals of our customers, clients, partners, and stakeholders throughout the entire region when we commit to working together – externally and internally – and giving everyone a voice and an opportunity to impact the process.
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 (PDF).
For example, an Individual Contributor who demonstrates collaborates acknowledges others’ efforts, advice, and contributions; makes productive contributions to the group; solicits input from others; and volunteers to help others when needed.
A Manager of Managers demonstrates collaborates by crediting others for their contributions and accomplishments, encouraging people to express their views openly, facilitating effective collaboration among coworkers and external partners, and involving others in making decisions on behalf of the group.
This work will also look different depending on your work unit. Here are some examples of this competency in action across the Met Council:
- Metro Plant mechanics rounded up and maintained enough vehicles so team members could travel to worksites separately to reduce contact during the pandemic.
- Maintenance staff work with Safety staff to determine the best products and help with key messaging of personal protective equipment supplies.
- Communications and Human Resources staff share content for newsletter publications and review final drafts.
- Team members worked together to migrate from the former LearnCenter to Learn, the Met Council’s learning management system.
- Team members examined the root cause of a problem, identified potential solutions, selected an option, and modified the process to fix the problem.
- A team member shared information learned at a webinar with the team, and they worked together to implement minor changes to improve their process.
To find courses in Learn related to this core competency, on the Learn home page, click the library icon in the upper left, click the arrow to expand “A – Learning Institute,” click the arrow to expand “Competencies,” and select “Collaborates.” Twenty-two online courses and LOD instructor-led courses will display.
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.
The 2020 HealthPartners Health Assessment is now open! In just 10 minutes, you’ll find out where you’re doing well and get suggestions on how to improve your health.
Complete your health assessment online between August 1 and August 31 to earn a $40 gift card (subject to tax) for participating.
Don’t stop there. Shake it up and improve your health by completing a new activity to help you reach your health and well-being goals. You can do it!
If you have questions or need help logging on, call HealthPartners at 800-311-1052. If you need to register for an account, use “Metropolitan Council” for the company name and be sure to have your HealthPartners member ID handy.
It’s been a challenging year. You have likely been busy making sure day-to-day responsibilities are taken care of and your team is engaged and productive. But what about you? You deserve some development opportunities. Learning Institute has convenient, live, online instructor-led classes designed just for supervisors! Our fall classes have been converted to highly interactive and engaging online Webex Training sessions and will be facilitated by our experienced trainers. We are offering seven classes from the supervisor certificate:
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Teaming: The Formula for Success, Communication for Leaders, Coaching Principles, Coaching Practice, Change Cycle: First Things First, Process Improvement Measurement, and Report Writing
Attendees must have direct reports. To access a list of supervision classes with dates and times, read the Supervision Program Flyer.
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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Back pain is very common and most of us will experience it at some point in our lives. Upper or lower back pain often develops during the course of day-to-day life. Muscle tightness and tension can result in a neck or backache.
Fortunately, there’s a lot we can do to prevent this sort of problem and debunk the myth that your best chance of pain relief is from medicine only. General physical fitness and maintaining a healthy weight are very important. One surprisingly simple strategy to start with is paying attention to your posture!
In week one of Better Back, we’ll focus on posture and provide you with a back and neck activity. Head to the Workday Fitness page to access the week 1 newsletter under the section HealthPartners Better Back Campaign at the bottom of the page, as well as the back assessment.
What comes to mind when people hear your name? Do they think about how you’re reliable, respectful and thorough or something less flattering? If you think your brand might need some fine-tuning, "Is your personal brand an asset or liability?" guide might be a good place to start. As you read it, evaluate your attributes and consider how you might improve weaker areas so coworkers and customers will only think the best when they hear your name.
In an effort to make the Council’s organizational charts more user friendly, Human Resources has begun revamping all Met Council organizational charts, starting with Regional Administration.
Some of the new features include using divisional colors, breaking down department units, and streamlining the look and feel.
If you know of any changes or needed revisions please send updates to Paula Crane.
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