30 Day Check-In for Employees

Reminder:  Each new hire has only 60 days from their start date to consider the TIAA-CREF retirement plan as an option instead.  If they do not attend orientation within this 60 day timeframe, they may miss this deadline, and once the deadline has passed, the retirement plan enrollment in IPERS is irrevocable.  Please check with your supervisor or Unit HR Representative regarding your orientation date.

Work and Strategic Goal Alignment

Understanding how your work supports the goals of your unit, the University and/or UI Health Care helps you become an integral member of the University and gives meaning to your efforts.

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Keeping informed about the University’s progress demonstrates your interest in achieving goals.

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Performance Expectations

Having defined expectations and/or goals provides a clearer understanding of our work duties, priorities, timelines, etc., and helps us be more effective and productive. Talk with your supervisor about these items and specific performance expectations. You will receive ongoing feedback about your performance, and at least yearly you will have a formal review of your performance by your supervisor.

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P&S staff have an online tool to document work and developmental goals/progress and supervisory feedback.  You can access this tool at: Employee Self Service/Personal Tab. Your supervisor or HR Unit Rep can also help you learn how to use the goal plan.

As P&S staff, we are expected to help set the goals we will accomplish.  In setting goals, they should be "S.M.A.R.T."

  • Specific:  What is to be accomplished?
  • Measurable:  How will we know when it's complete?
  • Achievable:  Is it challenging yet can be done within the resources and time available?
  • Relevant:  Does it make a difference?
  • Time-specific:  When should it be completed?

You also need an action plan to assure you achieve your goal.

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The University Core Values help define how we do our work.  They are:  Excellence, Learning, Community, Diversity, Integrity, Respect, and Responsibility

The Universal Competencies express these core values in behaviors we are expected to demonstrate.  We are evaluated on these competencies on a yearly basis.

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Work Life and Wellness

Your best performance can be linked to feeling healthy and regularly attending work.  The University has developed a comprehensive wellness program designed to assist you in feeling your best.  It is your choice about the level of participation you select.

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The University has developed a philosophy and expectations regarding staff attendance and the use of leave benefits intended to explain how we work to balance needs for a productive workforce and personal time off.

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Having a supervisor and coworkers that care about each other creates bonds of trust, respect and willingness to help each other.  Build those bonds by:

  • asking a coworker to lunch, break, or take a walk; having a friend at work is a great way to feel connected.
  • asking others about the work they do and how you can mutually support each other

Development

Becoming the best as an employee and helping the University achieve excellence, requires developing your skills and seeking opportunities for improvement.  Be sure you are completing required training such as safety, sexual harassment, ethics, etc., to help create the environment for safe and ethical performance. 

Job specific training designed to ensure your proficiency in performing your job is provided initially and ongoing to enhance skills and develop them for new technology, procedures, etc.

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  • "My Training" on Employee Self Service provides access to many employee training opportunities through live presentations, online training (ICON) or resources such as "My Quick Coach" that uses a video based on demand learning system topics such as Time Management, Communication, Personal Performance, etc.
  • Learning about UI systems such as the Business Process Series can help you do your job.
  • Lynda.com is available for technology/software courses.

P&S staff have technical competencies associated with their job classification and job description.  During the recruitment process, select competencies were used to determine if your were qualified for the position.  You will continue to be assessed on these competencies and expected to develop additional proficiency and competencies.  You can learn about competencies associated with your position through your job description and classification information in your ePersonnel File.

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Some ways to talk with your supervisor about your learning might include:

Have I been meeting your expectations for learning and performance at this point in my orientation?”  or “I completed performing “xx.” Could you please provide me feedback about how well I performed in doing that task?”  Demonstrating openness to feedback, and learning from constructive comments will increase your development.

Learning comes to each of us at a different rate.  If you need more development, it is OK to ask.  You can start the conversation with, “I tried to do “x” but was not as successful as I would like.  Could you please provide more assistance by going over the assignment with me again, or providing more resources where I can learn how to do this, etc.?”

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These resources are available in Employee Self Service/Learning and Development/myquickcoach.