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In this Issue
Please join us for the next Ask HR session on May 24 at 2:00 p.m. to find out about our current work in support of diversity, equity, and inclusion.
You’ll hear about projects in Talent Management, Workforce Development, and Learning and Organization Development. Human Resources staff will be available to answer your questions after the project updates.
An Outlook invite has already been sent.
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We are almost halfway through the 2021 annual performance evaluation cycle. It’s time for managers to check in with their employees on their performance goals and competencies.
Regular check-ins help ensure there are no surprises for either managers or employees at the year-end performance evaluation. Ongoing and progressive discussions provide opportunities to acknowledge employee contributions, help address issues as they arise, and allow for adjustments as necessary throughout the year.
While monthly check-in discussions are recommended, managers are required to record two check-ins as completed during the year:
Due May 28 (just nine days away)
Due August 31
These two check-ins are now tasks within the Perform system for the manager to mark as complete, and they do not require completing an online check-in form.
Here are some tips to help you prepare for a check-in:
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Review the assigned competencies for your employees. You can access information about the Competency Model on the Performance Management Page on MetNet or within your employee’s performance evaluation in Perform.
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Review progress towards performance goals and consider if any adjustments to goals need to be made for the remainder of the year.
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Consider adding content and updates on goal and competency progress to the performance evaluation itself. Perform will autosave any content added; drafts and in-progress content will not be lost.
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Mark the task as completed in Perform after the May and August check-in discussions.
To learn more about how to complete check-ins, access the following:
Fit For Life is pleased to host Jamil Stamschror-Lott of Creative Kuponya for a session holding space for dialogue around racism's impact on health with a trauma-informed counselor.
In this session you will learn how racism is impacting us all. There is both an economic loss and a health cost to us all. Our disconnection from our humanity is preventing us from processing the trauma many of us encounter. Creative Kuponya’s co-CEO and mental health clinician will show us the cost of racism and how to transform our trauma so that we can heal and uplift every member of our community.
There are two opportunities to attend this online session (feel free to attend one or both):
Monday, May 24, 11:00 a.m. to noon
Tuesday, June 1, 11:00 a.m. to noon
A calendar invite with the link has already been sent. However, please contact Fit For Life at FitForLife@metc.state.mn.us if you have not received it and would like to attend.
As the internship orientation approaches, the Council is getting ready to welcome most of the 46 interns from around the Twin Cities on June 1. We are excited to restart the internship program as we are moving into post-COVID-19 times, doubling our numbers from last year.
This year, we are partnering with the City of Minneapolis for our Urban Scholars program. Nine participants will be starting on May 24.
We are excited and are hoping to provide our interns with the best experience we can. Best of luck to everyone this summer!
If you have any questions about the internship program, please contact Luis Martinez at Luis.Martinez@metc.state.mn.us.
It’s astonishing to think we’re only five weeks away from the mid-point of 2021. Human Resources staff members have been working to keep operations moving and take action on work plan items in support of the organization. Here are just a few:
- Supported completion of 2020 performance reviews and establishment of 2021 goals in Perform
- Completed collective bargaining with MANA, LELS 432, and AFSCME
- Updated and began implementation of Non-Represented salary increases
- Rolled out Bridge fellowship
- Held recruitment and selection focus group meetings
- Conducted internship recruitment, selection, and hiring
- Created the remote work vision
- Building Strong Communities apprenticeship program – new cohort training and development
- Supported launch of the Environmental Services Construction Inspector development program
- Developed a new learning discussion tool
- Supported 12 mentor pairs
- Rolled out training on the disability management procedure
- Conducted racial equity trainings: Intercultural Development Inventory, Intercultural Conflict Styles, Unconscious Bias
- Implemented Fit For Life health equity programming
- Hiring, hiring, hiring (currently 112 open requisitions!)
- Countless ERC calls, PeopleSoft transactions, employee/manager/team consultations, disability management conferences, vendor contract procurement, processing COVID-19 Leave requests …
Thank you, HR staff!
In the workplace, there are two specific types of mindsets that can either promote personal growth and resilience or hamper an employee’s performance: people with a growth mindset achieve ever-higher levels of productivity; by contrast, people with a fixed mindset tend not to develop as much professionally.
In this course, you'll learn about the characteristics of a growth mindset, such as perseverance, and how to distinguish it from a fixed mindset. You’ll also explore methods of developing mindsets for success and how professional growth can benefit you.
To access this Skillsoft course 24/7:
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Go to Learn.
- Once in Learn, click the library icon at the top of the page and select A-LOD Recommended Online Courses from the left-hand menu.
- Locate “Developing a Growth Mindset” and click “Select” then “Start” from the menu button located to the right of the course name.
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