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In this Issue
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Thank you to everyone who took the time to attend our first "Ask HR" Webex session earlier this month.
Due to the number of questions we didn't have time to address during our first session, we will continue the conversation on the topic of recruitment and selection in the "Ask HR" Webex tomorrow at 11:00 a.m. We'll move on to the topic of promotion October 9.
Employees received an invitation via Outlook.
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With the new Perform system, we are able to streamline much of the year-end performance evaluation process. By using this online tool, employees and managers can complete and submit the various tasks in one place and easily move tasks forward for review and approval. Although performance evaluations are not due until Dec. 11, some tasks are due in October and November, and we strongly encourage you begin tasks early.
Below are the deadlines for the tasks employees and managers must complete for the year-end performance evaluation. Consider completing them two weeks ahead of schedule to accommodate any delays that might occur throughout the process.
2020 year-end performance evaluations:
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Required task
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Task assignee
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Due date
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Employee submits year-end check-in form
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Employee
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Oct. 23
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Manager rates employee’s performance
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Manager
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Nov. 13
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Manager signs and submits employee’s rating to their manager
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Manager
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Nov. 13
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Manager’s manager reviews, approves, and signs staff’s ratings
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Manager’s manager
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Nov. 20
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Manager and employee meet to review final rating
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Manager
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Dec. 11
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Employee signs final rating
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Employee
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Dec. 11
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The first task for employees is to complete their year-end check-in form, due Oct. 23. This is the employee’s opportunity to provide input to their manager about how the year has gone so far, their progress on goals and competencies, and professional development. This form begins the year-end evaluation discussion and helps the manager complete their review of the employee’s performance. For help completing this form, review the year-end check-in form guide (PDF).
Visit the Performance Management page on MetNet for information and instructions on Perform, performance evaluations, and competencies. Email Perform@metc.state.mn.us if you have any questions.
Getting your seasonal flu shot will be especially important this fall during the COVID-19 pandemic. This year we’re offering flu shot clinics at many Met Council sites this month, rather than during our Open Enrollment period in November.
Employees who are teleworking should not drive to a site for these flu shot clinics. Instead, employees not working on-site can schedule a flu shot appointment at either of the Well@Work clinics or through their regular clinic or convenience clinics where flu shots are free to anyone enrolled in a medical plan.
How do I make an appointment at a Well@Work clinic?
Your first appointment must be made by calling the appointment center for your desired location:
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St. Paul Well@Work clinic: 952-967-5474
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Minneapolis Well@Work clinic: 952-967-7468
To schedule online:
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Visit healthpartners.com/appointment and log onto your HealthPartners account.
- Select "Primary care" as your visit type.
- Answer the questions about your visit.
- Your Well@Work clinic will be listed under "Search by location."
Annual mammograms are the best way to detect breast cancer at its earliest, more curable stages. Mammo-a-go-go – the on-site, mobile mammography service from HealthPartners – is a convenient, and safe, way to take care of your screening. The Mammo-a-go-go truck will be available at the Metro Plant and Heywood this year and is available to all Met Council employees. The screening is free if covered by insurance; be sure to bring your insurance card with you to your appointment.
- Metro Plant
Thursday, October 22, 8:00 a.m. to 4:00 p.m.
Truck will be parked in front of the admin building outside the gate
- Heywood
Tuesday, October 27, 7:00 a.m. to 3:00 p.m.
Truck will be parked by door 16 (bus pull-in door) across from TCC
Call 952-993-3700 to schedule your screening, and tell the scheduler if you'd like to make an appointment at the Metro Plant or Heywood.
Contact Ashley.Starr@metc.state.mn.us if you have questions.
Every day we make numerous decisions from what to wear to what direction to take in our careers. Some decisions can be made on the spot. Other decisions are too important to make instantly. Learn a structured decision-making process and tools that can improve can improve the quality of the results you achieve.
Register for the Decision Making class offered via Webex on September 29 from 9:00 to 11:30 a.m. to expand your skills and build your confidence in decision making. This class is part of the Business Skills certificate.
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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Life can get hectic. Sometimes there just isn’t time for everything we want to do, and competing schedules conflict. If you want to attend a past session Fit For Life has offered, we may have a recording! Some of our vendors are able to provide recordings of their workshops and we’re happy to pass them along.
You can find these classes on MetNet:
Yes, there is! There are two types of interviews applicants can participate in: a structured panel interview and a selection interview.
Applicants who score highest after the hiring manager’s review are invited to the structured panel interview. Human Resources (HR) reviews the subject matter expert’s scores to determine if more candidates should be included in the structured panel interview to increase the diversity of the candidate pool moving forward. In this interview, panel members ask questions to determine that the candidate has the necessary skills to do the work.
- All candidates are asked the same questions in the same order.
- Responses from candidates are scored.
- Scores are converted to a 100-point scale with a minimum passing score of 70 points.
- Panel members’ scores must be within two points on a nine-point scale. On the rare occasion the scores are not within two points, the two panel members who are not within two points discuss what they heard from the candidate and review how they rated the response for that question. Their score for that competency is either raised or lowered so they are within two points with the rest of the panel members.
- Veterans Preference points are applied after the structured panel interview on all passing scores. Since the interview process for ATU positions doesn’t include selection interviews, Veterans Preference points are applied before the structure panel interview for those positions.
- All interview panel members have taken the Unconscious Bias online training.
- A representative from the Office of Equal Opportunity (OEO) is asked to sit on the structured panel interview for all supervisory or higher-level positions.
The second type of interview is the selection interview. Candidates who scored the highest at the structured panel interview are invited for a selection interview. Human Resources reviews the structured panel interview scores to determine if more candidates should be included in the selection interview to increase the diversity of the candidate pool moving forward. Selection interviews are required to be conducted for all Non-Represented, TMSA, AFSCME, and MANA positions. The selection interview is typically conducted by the hiring manager or division leadership. Candidates are asked follow-up questions from the structured panel interview, provided additional information about the expectations of the position, and given an opportunity to ask questions they may have about the position. The purpose of the selection panel interview is to determine if the candidate has the skills, experience, and knowledge that best complements the needs of the work unit.
Notes taken during the selection interview assist the manager in documenting their hire decision. The hiring decision made by the manager is documented and reviewed by HR and OEO. Next week’s article will be about the selection process.
Visit the Human Resources applicant resource page on MetNet for assistance in preparing for interviews.
The new Metro Transit organizational charts are now updated and posted on MetNet. Some of the new features include Transit's divisional color, chart number updates, 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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