Category: Development and Training

As part of the new Performance Excellence process, all MSU staff are expected to set goals and establish a professional development plan for the year. There is a distinct purpose for each, and both are intended to help the individual succeed and move the university forward. The following definitions will provide more clarity on the distinctions between goal setting and development planning.

In terms of goal setting, most staff members have numerous tasks that contribute to carrying out their position effectively. Sometimes it can be confusing as to what tasks or behaviors are a priority for the unit or that individual specifically. Setting goals is a way to bring clarity in regards to priorities and expectations for the year ahead. The goals don’t encompass everything that is expected, but those items that are seen as key for the coming year.

On the other hand, professional development identifies priority learning activities for the employee for the year ahead. Ongoing technological advances and the rapid pace of change make it imperative that all staff engage in learning activities each year. Development items can involve technical skills, such as using Outlook effectively or mastering the use of particular equipment, or it could involve more broadly needed skills such as communicating effectively or leading others. The skill building activity could include an online or instructor-led class, an opportunity to lead a project, job shadowing or other activities.

In short, the differences could be defined as:

• Goals identify key items the individual will achieve
• Development plan items identify skills the individual will learn or strengthen

It is imperative that supervisors work collaboratively with staff members to identify the goals and development plan items. Each party should come to the performance planning meeting with ideas for the items and jointly determine the final lists.

For further instructions around these issues, consider taking the following classes through Professional Development Services:

Supervisor Strategies for Effective Performance Planning

Boost Your Career – a class that will be offered in the fall to help staff explore their interests and to be active participants in goal setting and development planning.

Summer is a great time to clean a multitude of things in our lives. Your home, car and even your computer and other electronic gadgets.  Make sure you get the most out of your computer, tablet and phone by keeping them clean and safe by following these easy tips:

• Change passwords that have been in place for longer than 60 days.  Learn to create strong passwords at SecureIT.msu.edu.
• Make sure your anti-virus and anti-spyware is up to date on all devices, and set the program to auto-update and scan on a regular basis.
• Update your operating system to the latest version your device will support.
• Add a security code or screen lock to your phone and tablet so that if it is ever misplaced or stolen, it is harder for someone else to use.
• Refresh your understanding of phishing and how to avoid being a victim at SecureIT.msu.edu.
• Backup files on your personal devices to a reputable cloud service or portable hard drive.
• Uninstall apps on your phone or tablet that you’re not using anymore; they’re taking up valuable storage space.

The SecureIT.msu.edu website is a great resource to learn safe computing best practices.

The MSU Mentors Program for support staff is returning in 2016 and is currently seeking both mentors and mentees to participate. This program is an important part of providing networking and professional development opportunities, strengthening one’s understanding of MSU’s culture and structure, and creating a vital link between organizational memory and future innovation.

The program will run from October 2016 through early August 2017. Both mentors and mentees will be asked to commit to attending a six-hour orientation in October and to meet two hours per month.

Mentee benefits include:

• Access to support system during key stages of career development
• Gain an experienced perspective on navigating your career and approaching your work
• Broaden your professional network
• Identify skill gaps and how to bridge them
• Get honest, informational feedback
• Increase your understanding of business practices and institutional knowledge

Mentor benefits include:

• Further develop coaching, communication and leadership skills
• Help to develop and retain talent in the organization
• Exchange ideas and perspectives on your work and career
• Broaden your network and extend it to another
• Gain personal satisfaction from helping someone else develop
• Learn more about yourself through helping others

For more information, visit the MSU Mentors Program page or contact Kathie Elliott at elliott.k@hr.msu.edu or 517-884-8894. For those interested in being a mentee or mentor, contact Kathie Elliott for an application. In order to evaluate matches, please return all applications by July 1.

Since Performance Excellence began six months ago, we have experienced great support and participation from MSU supervisors and support staff. As you saw in the online training, we have taken a phased approach to changing the performance management process. We’d like to give you a heads-up on an upcoming change in the Annual Review form.

If you have a performance review due after July 1, 2016, supervisors will have four options to choose from on the Annual Review Form, instead of the current two options. The four-rating system provides you and your supervisor with more options to better define your performance and professional development over the previous year.

If your next review is due before July 1, 2016, you need to use the current ratings system, in which the supervisor selects one of two ratings on the Annual Review form:

• Meets/exceeds expectations
• Does not meet expectations (requires a Performance Improvement Plan)

If your next review is due after July 1, 2016, you need to use the new ratings system, in which the supervisor will select one of four ratings on the Annual Review form:

• Does not meet expectations (requires a Performance Improvement Plan)
• Developing
• Meets expectations
• Exceeds expectations

Guidelines for each of the levels can be found on the Annual Review form, which will be updated and available on the website on Friday, July 1.

For further information on Performance Excellence, including the official forms, support tools and FAQs, please visit the website.

Coming to Michigan State April 19 and 20, TIAA is offering two new financial essentials workshops tailored to meet women’s needs.

“Attention to detail: Financial finishing touches for women” is an interactive workshop on organizing your complex investments and assets and on developing an estate plan. It will be held twice on Tuesday, April 19; first from 8:45 a.m. to 10:30 a.m., second from 11:45 a.m. to 1:30 p.m. “Inside money: Managing income and debt” will be held on Wednesday, April 20^th, from 11:45 a.m. to 1:00 p.m. The workshop focuses on utilizing a budget and understanding the effects of good and bad debt.

Both will be held in the Lake Huron Room at the MSU Union. Breakfast or lunch will be provided at either of the workshops and there is no cost to attend. Register here or call 800-732-8353 weekdays from 8 a.m. to 8 p.m. (ET). Take this opportunity to learn about preparing for the future! We hope to see you there!

A 2014 FBI study revealed that 7.5 percent of active violence incidents between 2000 and 2013 occurred in institutions of higher education. Roughly 60 percent of all active violence incidents ended before police arrived.

You can learn the best ways to prevent and survive in such an event in the upcoming class “Recognizing and Preventing Violence in the Workplace” on Wednesday, April 13 from 2 to 4 p.m.

Instructors from the MSU Police will provide instruction on how to identify these behaviors of concern, how to act upon suspicions, and how to react in an active violence incident to maximize survival chances. Participants will also learn how police respond to these dangerous situations.

Find out more about the course and learn how to register on the PDS website.

Michigan State University is a leading research institution that aims to make the world a better place by solving current and future problems through research and education. MSU relies on support staff to enable these efforts on a daily basis. However, with so many departments and employees, it’s not surprising that employees can lose sight of the university’s greater purpose.

It’s only human for individuals of an organization to become disinterested or unengaged in their work if they are not invested in the success of their employer. The upcoming Professional Development course, “Creating a Culture of Commitment,” provides supervisors with the tools to inspire employees to contribute to the success of departments within MSU, and the university as a whole.

Attending this course can assist supervisors with the continuous feedback, coaching and development stage of Performance Excellence, as well. Supervisors will learn how to motivate employees during this stage with the knowledge that their individual work strengthens their department, which in turn supports the ongoing efforts of MSU.

“Creating a Culture of Commitment” is Thursday, April 28, from 8:30 a.m. to 11 a.m.

The Total Compensation and Wellness office within MSU Human Resources has established process improvements for hiring support staff at the university. Hiring managers and staffing coordinators that were unable to attend any of the presentations going over the process updates are encouraged to review the information by watching the narrated video and reading the presentation PDF and timeline document available on the HR website.

The presentation explains the rules and guidelines for the posting process and how to submit hiring recommendations.

If you have any additional questions, contact the Solutions Center at SolutionsCenter@hr.msu.edu or call 517-353-4434.