Human Resource Updates Review of ePerformance Six Step Process My Health Update FBI Clearance Update

The Six Process Steps for ePerformance Step 1: Notification Step 2: Preparation Step 3: Gather and Review Information Step 4: Complete the Review Step 5: Approvals Step 6: Conduct the Review Meeting

Step 1: Notification You will receive an email and alert in My HUB 45 days prior to the review due date.

Step 2: Preparation You will need to validate your staff member’s job description online through My HUB. Contact HR if changes/updates are needed. HR is still working closely with compensation to make necessary changes to current job descriptions.

Step 2: Preparation Job responsibilities will pull into your review (you can add/edit). Then you will need to add goals that were established from the prior year. Success Tip! You will now be working in a system that times out instead of a Word or Excel document so remember to save information often!

Step 3: Gather and Review Information Starting this year you are creating history in a system and next year the review you are completing now will be at your fingertips!

Step 3: Gather and Review Information A few things to consider about the self-review (optional): Once the document is ready, the employee will receive an email and My HUB alert that their self-review is available for completion. The structure and format of the self-review will be the same as the review you see online for your staff member. As you are completing the staff member’s review you will be able to view or pull in comments from the staff member’s self-review document. Success Tip! The self-review is not a required component. If you have not had staff complete this process in the past you are not required to add it.

Step 3: Gather and Review Information Now you can nominate “peers” and “delegates” to offer comments or ratings on the same document you are completing.

Step 3: Gather and Review Information What is a Peer vs. a Delegate? A peer can offer ratings and comments on the Job Responsibilities and System-wide Competencies and Behaviors section of your staff members review. A delegate, in addition to rating your staff member on Job Responsibilities and System-wide Competencies and Behaviors sections can also rate your staff member on Goals. This may be a good option if you are having a co-manager also rate your staff member. The structure and format of the peer/delegate review will be the same as the review you see online for your staff member. Success Tip! Peer and delegate reviews are not a required component. If you have not used this process in the past you are not required to add it.

Step 3: Gather and Review Information Throughout the review period you will be able to add notes right online. You will also be able to review these notes while completing the review and pull them into the review document.

Step 4: Complete the Review Below is the new Performance Ratings that will be available to you: There are no longer numbers associated with the rating descriptions. There will be description definitions to help you make your selection in the system. While comments have always been encouraged the new system will require comments for all ratings, except Solid/Strong/Good Performer.

Step 4: Complete the Review Weighting will still be an option for you. You will need to ensure if you decide to use this that your entries total 100%. Success Tip! It is not required that you assign weighting to items. If you leave each item weighted as zero then all items will be weighted equally.

Step 4: Complete the Review Now goals for the next review period will be entered online and will carry forward to the next review. NEW! All staff need a goal to work toward. Goal setting helps you as a manager ensure engagement and productivity. In the new system, it will now be required that all staff have at least one goal set for them in the year to come.

Step 5: Approvals You will still be processing the final review rating online and that part of the process will look familiar. However, now the whole document (review and merit) will be ready for approval. Once the final approver approves the review the manager will receive email notification. By default the review will only be visible to those in the approval process at the time they are to review and approve the document. However, either the manager or approver can click ‘Forward Review’ on the review document to send a view-only version of the review to someone else within the employee’s reporting structure. The approver can see all components on the review and can make comments too!

Step 6: Conduct the Review Meeting You will still have the ability to print the performance review to review with your staff member. You may also choose not to print and review it with your staff member online. The important thing is that a meaningful discussion take place. After the meeting occurs, you must click “review held”. Now you will both acknowledge the review online. After the review is acknowledged you will need to Click ‘Complete’. The document is finalized and the merit is automatically submitted for processing into HR system. The staff member will need to sign into My HUB separately from you to acknowledge their review.

My Health Update MyHealth Update: Deadline to complete MyHealth requirements Nov. 15. Those who do not complete will incur up to an additional $500 in out of pocket costs (deductible) for individuals and $1,000 for families, in addition to the base deductibles under each medical plan. As of Oct. 6, 40% of benefits eligible employees have completed all three steps:        I.            Biometric screening within last five years.       II.            Online MyHealth Questionnaire—takes less than 20 mins.       III.            Earn 200 Take a Healthy Step points.  Some examples include: a. 100 points can be earned by getting a flu shot. b. 100 points for preventive care (physical, colonoscopy, mammogram). c.  50 points for eye exam. d. 50 points for dental exam. e. 50-75 points for UPMC-sponsored/affiliated charitable activities such as walks. f.   50 points for completing online lifestyle programs. Please review with your staff.

FBI Updates Effective 9/14/2010, Cogent Systems offered a $3 reduction in fingerprint services. The contract price has been reduced from $36.00 to $33.00 for our new hires. The fee is now $33.00 for a FBI background check. Applicants registering for background checks prior to 9/14/2010, printed on 9/14/2010 or later will not receive a $3.00 credit or refund. Applicants registering for background checks prior to 9/14/2010, not printed, may cancel their $36.00 registration and re-register at the new $33.00 fee.