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Workforce Development MDT Information Services Division

Workforce Development MDT Information Services Division. Performance Management Process MDT ISD’s Career Ladder Recruitment and Selection Questions. Performance Management. Ten broad strategic goals Each strategic goal has objectives and tactics

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Workforce Development MDT Information Services Division

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  1. Workforce DevelopmentMDT Information Services Division • Performance Management Process • MDT ISD’s Career Ladder • Recruitment and Selection • Questions

  2. PerformanceManagement

  3. Ten broad strategic goals • Each strategic goal has objectives and tactics • These goals, objectives, and tactics address all • aspects of ISD operations • These will serve as the basis for SMART Goal • development for each employee FY2008 Strategic Plan

  4. S = Specific M = Measurable A = Agreed R = Realistic T = Tied to Time Each employee’s SMART goals are to align with the ISD strategic plan (Goal Form) and/or support career ladder development (IDP Form). SMART Goals

  5. Individual Development Plan An IDP is an action plan for strengthening existing skills, meeting development needs, and developing future performance competencies

  6. Four Scenarios: • No ‘needs improvements’ and no career ladder • advancement opportunity available - IDP optional • 2. No ‘needs improvements’, but career ladder • advancement available - IDP to address career • ladder requirements • 3. ‘Needs Improvements’ on last P.A., no C.L. • opportunity - IDP to address ‘needs improvement’ • 4. ‘Needs Improvements’ on last P.A., C.L. • opportunity - IDP to address both Individual Development Plan

  7. Tips for preparing an IDP: • Be realistic about how much you can accomplish • 2. Be specific about the development need/objective • and about the activity that will meet the objective • 3. Break the objectives into small steps • 4. Choose the appropriate type of development • activity Individual Development Plan

  8. Potential Development Activities: • On-the-job activities • Off-the-job activities • Observing • Practicing • Researching • Consulting • Mentoring • Coursework and study • Reading Individual Development Plan

  9. August 31, 2007 – September 28th, 2007 • SMART Goal Development • IDP Development • January 7, 2008 – January 18, 2008 • First formal mid-period progress review • April 1, 2008 – April 15, 2008 • Second formal mid-period progress review • May 19, 2008 – June 30, 2008 • FY2008 performance appraisals conducted • and completed with each employee FY2008 Timelines

  10. FY2007 Lessons Learned& Recommendations • Procedures • Goals should be dynamic – not set in stone • Interim review is valuable • Standardizing evaluations throughout ISD • is necessary • Specific examples are a critical component of • employee feedback • Preparation • Keep the process simple • Keep better notes on employee performance • throughout the evaluation period

  11. FY2007 Lessons Learned& Recommendations • Scoring Criteria • Eliminate check boxes • Core competency definitions and proficiency levels • need to be clarified and simplified • PA Form • Overhaul the form • Meetings • The interim reviews and final evaluation were • valuable to both the employee and the supervisor

  12. Career Ladders

  13. Current • Developed four stand-alone ladders • Each has been reviewed and approved by • Human Resources and is currently pending • Union review and approval • Employee checklist has been developed for each • New Career Ladders • User Support • Application Development • Systems and Network Operations • Print Shop Current Career ladders

  14. Policies and Checklists Elements • Elements include: • Education & Experience Requirements • Skill Testing as Necessary • Training / Development • Job Task Mastery • Satisfactory Performance Appraisals

  15. Career Ladders Advancement Process • Employee applies for career ladder advancement • Supervisor and HR Specialist reviews application • for compliance • Career Ladder Review Panel reviews application • and approves/disapproves recommendation • for advancement • ISD Division Administrator & HR Division • Administrator approves/disapproves advancement

  16. C. L. Advancement Timeline • In general, an employee may apply for • advancement under their career ladder from • January 1st through February 28th. • Exceptions may be made to this timeframe at • management’s discretion. • This timeframe ensures advancements are • captured in the personal services ‘snapshot’ • process. • As new career ladders are developed and • implemented, affected employees may apply • for advancement immediately.

  17. Future Career Ladders • Future • We need to develop five additional ladders • We need to update JP’s as appropriate • We need to develop lateral movements between • the ladders as appropriate • We need to develop a management track • Future Career Ladders • Records Management • Purchasing Agent • Program Management • Computer (PC) Systems • GIS Data Collection • Management Track

  18. Recruitment and Selection

  19. Recruitment and Selection • Recruitment • Career Fairs • Internships • Career Development • Actively Promote MDT ISD • Selection Process • Selection Committee • Technical Testing • Behavioral Interview

  20. Questions?

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