Category: Development and Training

Training, education and ongoing professional development is very important to your ongoing success at MSU. This category highlights professional development news, views and opportunities.

PDS Highlight “Everything DiSC: Behavior Styles at Work”

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Have you ever wondered why some people just don’t get you? Or ever thought, “I thought I did exactly what was expected…how could there have been such a big misunderstanding?” You’re not alone! Most of us have felt that way at one time or another.

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It’s important to realize that no work behavioral style is necessarily better than another. The key is understanding yourself and learning how to flex your style when working with others who are different. The good news is that there’s a simple tool designed to help you understand yourself and others.

The upcoming Professional Development class, “Everything DiSC: Behavior Styles at Work” will help you build more effective working relationships based on an understanding of different behavior styles. The class will give you a detailed report that will be a roadmap to greater understanding.

“Everything DiSC: Behavior Styles at Work” is Wednesday, August 9, 1 p.m. – 4:30 p.m. in 10 Nisbet. The cost is $75.

Upcoming ARO Training for Staffing Coordinators

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As part of the Agile Recruiting & Onboarding (ARO) project, MSU Human Resources will begin training sessions this week for those who may hold a staffing coordinator role on job postings.

Three training session options will be offered; two are in-person in the Erickson Kiva and one is online via Zoom. You only need to register for one session because they all will provide training on the same information, so please choose the date and time that works best with your schedule.

msu-aro-identity-full_blue-blackThe sessions are:

Friday, March 24, 2017
8:30 a.m. – 11:30 a.m.
Erickson Kiva
Register Here

Tuesday, March 28, 2017
1:30 p.m. – 4:30 p.m.
Online via Zoom*
Register Here

Friday, March 31, 2017
8:30 a.m. – 11:30 a.m.
Erickson Kiva
Register Here

During this training, there is a blended learning approach of self-paced eLearning and scheduled, live training sessions. You will gain basic software and process knowledge through the eLearning modules, followed by presenter-led sessions that include demonstrations, key takeaways and opportunities to ask questions. Be sure to review the Staffing Coordinator eLearning Module prior to attending a training session, and look over the Staffing Coordinator Training Guide.

MSU HR is committed to ensuring that you, the MSU hiring community, have the information and knowledge you need to recruit and hire the most qualified candidates using our new system. Without your partnership, ARO cannot succeed, so be sure to register for a training session today!

We look forward to seeing you!

Agile Recruiting and Onboarding (ARO) Coming Soon

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The Agile Recruiting and Onboarding (ARO) project officially formed in April 2016 as “an initiative to strengthen hiring, recruiting and onboarding processes and systems.” The ARO project will be implementing PageUp People, a modern and efficient applicant tracking and onboarding system. Careers @ MSU will be the name of the new website for applying; there will be internal and external versions of the site. New features include a variety of filters to search postings, the ability to upload a CV/resume to prefill portions of the application, the ability to apply to postings from a tablet or mobile device, and many more.msu-aro-identity-full_blue-blackThe planned outcomes of these changes include the following:

  • Automate candidate evaluation and selection
  • Address time it takes to fill positions
  • Deliver more robust system functionality
  • Improve processes with fewer manual steps
  • Offer new onboarding tools
  • Enhance reporting measures and metrics
  • Improve applicant experience

Overview Roadshows will be open to MSU employees interested in learning more about the ARO project and the new systems. Topics include a project overview, system roles and features, and the applicant experience. Visit the ARO Training and Education page for more information.

ARO will go-live on Wednesday, April 26. For more information and for answers to some frequently asked questions, visit ARO FAQs.

Faculty Performance Review Workshop

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The Academic Advancement Network is hosting an informal workshop for academic administrators on the topic of faculty performance reviews. During this session, participants will learn about evaluation of tenure track faculty from two perspectives – the annual performance review and consideration for merit and market raise recommendations.

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Photo courtesy of Communications and Brand Strategy.

In addition to the workshop, there are resources available online to help academic administrators conduct faculty performance reviews. On the HR website, there is information concerning what questions you should ask, how to format the review and how to write the review.

The workshop will be held Wednesday February 22, 2017, from 8:30 a.m. – 10:30 a.m. in the Hannah Administration Building 4th floor board room. If you are interested in attending, you can register online through the AAN website.

Upcoming Professional Development Opportunities

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At MSU, there are endless opportunities to learn something new or further develop an existing skill, including Professional Development Services (PDS) of Human Resources. PDS helps staff and departments excel through instructor-led classes, online training, leadership development and departmental programs. This February and March, PDS has several great classes to help you continue your success at MSU.

Crucial Conversations will take place on Tuesday, February 21 and Wednesday, February 22, from 8:30 a.m. – 4:30 p.m. in 10 Nisbet. This program will teach step-by-step tools for promoting open, honest dialogue around high-stakes, emotional, or risky topics at all levels of an organization.

Core Competencies for Supervisors will be held on Tuesday, March 7, from 8:30 a.m. – noon in 10 Nisbet. This program explores how the role of a supervisor adds value to an organization, how to successfully move from peer to supervisor, and how to build communication skills, motivate and give effective feedback.

Communicating and Influencing Up will take place on Tuesday, March 7, from 1:00 p.m. – 4:30 p.m. in 10 Nisbet. This class will cover the fundamentals of effective communication, specifically focusing on using communication skills to influence others.

Don’t miss out on any of these great professional development opportunities, and sign up for what could lead to the next step-up in your career! Visit Professional Development Services for more information.

Preparing for an Internal Interview

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If you’re looking for a different opportunity internally, you will need to prepare for the internal interview just like you would if you were an outside candidate. In many ways, it can be more difficult to prepare for an internal interview because you are working from a set of assumptions that you already know the culture and the work.

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Make sure to prepare for an internal interview as if you were an outside candidate.

Here are some tips to help you understand the hiring process and prepare for the interview.

  1. At MSU, applicants are screened based on the stated minimums. Units will then review candidates based on all of the job factors.
  2. Update your resume for each job.
    1. If your resume has an objective, replace it with a professional summary of skills.
    2. Include actual metrics in your resume. If you state you serve customers, include how many a week/month/year? You must show evidence of your accomplishments.
  3. Prepare early. Ask for advice and attend regular professional development opportunities to keep your skills up.
  4. Do your research. Seek out information on the department: what do they do, who are the key players, what is their role in the University, what research are they doing? A simple web search can yield enough information to ask intelligent questions.
  5. Have questions prepared for the interview. Be honest about what you need out of the job. What is the type of work you most like to do? What is the culture where you will most thrive? Dress professionally. The old adage “dress for the job you want” is a little different these days, but make sure that clothing that is clean, pressed and stain-free.
  6. Don’t assume being an internal candidate is a plus. Remember that many hiring managers are looking for fresh ideas and may want to implement changes. Address these issues through your answers as to why you are the best candidate to implement new ideas.
  7. If you know your interviewer well, do not short cut your answers. You should approach your interview with friendly formalness, but remember that the interviewing team cannot “fill in the blanks.” This is particularly true if there is a panel. You are being compared to other candidates.
  8. Let your boss know. Your supervisor’s support can be a key factor in helping you reach your goals.
  9. Be honest. It’s likely you have made mistakes in the past, who hasn’t? Know your reputation before you interview and address any issues head on with a candid approach. Demonstrate that you’ve learned from these missteps.
  10. Say thank you. Courteous and professional thank you notes are still appreciated. Make sure you have their names spelled correctly! Nothing says “lack of detail” like having a person’s name spelled wrong.

For more information on this topic, visit the MSU HR website.

Year-end Records Tips for Tax Filing

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For some, the end of December brings the need to de-clutter and reorganize their lives before the new year. Unlike many habits, this practice is one people should pick up, especially when pertaining to tax records. TurboTax offers several tips for year-end records and tax filing that can help make April a little easier.

The first tip is to start tracking paperless records as they arrive. Create a spreadsheet dedicated to tax records, and don’t forget items like expense titles, check numbers, payee names, dollar amounts and dates. Also be sure to track potential deductions such as charitable donations, outlays for health care, job-search expenses and unreimbursed work expenses.

tax

Next, try to think about deductions throughout the year, especially with life events you experience. Maybe keep a mileage log in your car to record the miles you use for volunteering, work, business or medical appointments. Be sure to keep cash receipts that document transportation, charitable work, job-search and other tax-deductible activities. Also, keep documents related to events like the birth or adoption of a child, marriage, death of a spouse or divorce, and buying a home.

Tax returns and supporting documents should be kept for at least seven to 10 years, but consider shredding anything past then. Creating a system for tracking and organizing your tax records, potential deductibles and other documents, while updating it throughout the year, will help make the days leading up to April 18 a little less stressful.

Supervisor Tips for Staff Development and Creating a Learning Culture

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In a world with constant technological changes and information overload, ongoing learning is a must. Professional Development Services (PDS) at MSU offers many learning opportunities for both supervisors and staff. However, it is not enough to merely attend class, but rather you must be intentional with your learning and follow through to increase reinforcement. PDS has come up with the following tips for supervisors to support their staff in professional development, and ensure they are getting useful information out of the programs they attend.

The first step is engagement. If staff members approach you about taking classes, engage them in conversation. Find out why they want to take the class, what interests them about it, what they’d like to get out of it and how they think they are going to apply what they learn. When the supervisor shares their thoughts, this exchange sets the tone for learning to be intentional.

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In addition, let your staff know that you want to discuss their experience from class afterwards. “The follow-through aspect is important,” says Jennie Yelvington, Professional Development Services Senior HR Professional. “It shows your employees that you are investing in them, and also helps to reinforce learning.” If appropriate, have staff members who come back from training do a mini teach-back to the rest of the staff.

Professional development isn’t limited to staff members. Supervisors should be sharing what they are learning. “As they go to classes, or read a book, supervisors can talk to their staff and hold their own mini teach-backs. That way, staff can see them model the behavior so that it reinforces learning culture for the whole work group,” says Jennie. Encourage staff to share articles and other materials with each other along with taking classes, to encourage everyone to take part in ongoing learning and build excitement.

Supervisors and staff should work together in identifying learning opportunities as part of MSU’s Performance Excellence process. To find out more information about these opportunities, visit Professional Development Services.

Clerical-Technical Award 2016

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Congratulations to Rebecca Ives, the recipient of this year’s Michigan State University Clerical-Technical Award!

The Clerical-Technical Award is sponsored by the Thomas and Concettina Gliozzo Endowment Fund and recognizes outstanding clerical-technical employees. Rebecca does outstanding work in her position as a Research Technologist in the Department of Fisheries and Wildlife, and she truly demonstrates all of the award criteria which includes respect and concern for all members of the MSU community, diligence in daily work, significant contributions to the community and innovative thinking.

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From left to right, Clerical-Technical Union President Deb Bittner, director emeritus of the MSU Study Abroad program Dr. Charles Gliozzo, award recipient Rebecca Ives and MSU Human Resources Associate Vice President Sharon E. Butler at the 2016 CT Award ceremony.

Rebecca’s contributions to the community are extraordinary. One faculty member wrote in her nomination that Rebecca “single-handedly was able to set up the first and only federally/state certified laboratory in the State of Michigan for Cryptosporidium and Giardia testing here at MSU to help protect the safety of our drinking waters.”

Rebecca shows true dedication to her job. She is willing to help in whatever capacity she is needed whether that is her primary responsibility of running the lab or other activities such as working with students, helping with department events, or assisting public health departments.

Rebecca’s attitude is one of the qualities that makes her such a valuable employee. In her nomination, another faculty member wrote, “no matter what the situation (crisis of sampling during outbreaks, storms, etc.), Ms. Ives takes a calm, steady and organized approach to directing the activities of the laboratory while maintaining a positive, friendly attitude. She is well respected by students, professors and contractors outside MSU.”

Watch this video to learn more about Rebecca and her work with the Department of Fisheries and Wildlife.

Difficult Conversations Online Course Series

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Ever wondered how to prepare for or handle difficult conversations? There are resources available to you! A new series of online classes within elevateU titled Difficult Conversations: MSU Series provides information on this topic. These classes will be especially helpful to take and return to before Performance Excellence meetings.

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Watch an overview of the Difficult Conversations series here.

Within this series, there are three classes: Navigating Difficult Conversations at Michigan State University, Navigating Difficult Conversations in Performance Excellence for Employees and Navigating Difficult Conversations in Performance Excellence for Supervisors. The first class, which covers introductory skills and common issues with difficult conversations, is taken by both employees and supervisors. The other two classes apply those skills specifically to the needs of employees and supervisors; for this reason, employees should take the employee course, and supervisors should take the supervisor course.

To earn a certificate of completion, participants must receive 75 percent or higher on the final tests in these classes. Participants are able to take classes and tests as many times as needed.

Be sure to complete two courses by November 14 to be entered into a drawing to win some Spartan swag! If you have any questions, or want to find other learning opportunities, visit the Performance Excellence website.