Performance & Development Digest for Oct. 10, 2024

Get Ready for Check-in Conversations

Employees are due for check-in conversations with their managers between Oct. 14-25 under our redesigned approach to Performance & Development (P&D). 

These one-on-one sessions provide time set aside to discuss your workplace strengths and growth potential. Check-ins pave the way for continual improvement through ongoing feedback and support.

“Check-in conversations help employees feel valued and engaged to perform their best,” said Merridth Simpson, AVP Human Resources Operations. “Rather than simply evaluating past performance, these talks focus on boosting your skills and elevating your careers going forward.”

Check-ins are required at fiscal year-end and mid-year under our new P&D platform, which replaces PACE. These conversations provide a chance to discuss your job priorities, progress, strengths, needs and questions. They’re future focused, in other words, and crucial to everyone’s professional growth.

You should schedule these conversations in advance, and plan for 30 minutes. Your manager will meet with you face-to-face in a private setting.  

A few tips for a productive conversation:

• Prepare by taking time to reflect. Ask yourself: What do you like about your current role? What obstacles have you overcome? Are you ready for increased responsibility? Are you interested in a rotation to learn something new? What work successes are you most proud of in the past year?
• Listen actively to your manager’s input. Be receptive to suggestions about paths for improvement. Ask for clarification if needed. 
• Speak up about your career interests, short- and long-term goals and desired assignments. Highlight what you’ve accomplished, the expert knowledge you possess, or any tasks performed outside of your normal duties.
• Ask for the resources or training you need to be successful.
• Follow through by putting the feedback you receive into practice. Approach your manager for guidance as needed.

You and your manager will “acknowledge” via Workday that the check-in discussion occurred. Feel free to make a note of key topics you might want to refer back to at the check-in next spring.

Remember … you’ll find a variety of P&D features – including Talent Profile, Career Growth Plan and Peer Feedback – in Workday. Using these tools can empower individuals and teams at Cook Children’s to model excellence in pediatric health care and workplace culture.  

Refer to the Check-in Conversation Job Aid links to learn more. NOTE: Performance & Development information is item No. 4 under Workday Resources Hub in CookNet.

Raising the Bar: Setting Goals in Workday

For FY25, Directors, AVPs and Company VPs will begin managing their goals in Workday.  Those who will have individual goals with receive an email communication with further instructions on setting goals in Workday. For employees below the director level, goal setting is not required for FY25.

 Our Executive Team develops system-wide goals each year to drive our overarching strategy. The framework falls in three categories:

• Patients, families and member experience related to core day-to-day responsibilities. This includes quality and safety, reinvesting in community, expanding our reach, and innovation in care delivery.:1-2 goals recommended.
• Team experience related to development of your direct reports and commitment to their success: 1-2 goals recommended.
• My development experience related to your interests, behavior and skills: 1 goal recommended. 

Keep in mind the acronym SMART: Specific, Measurable, Quantifiable, Achievable, Relevant and Time-bound goals. Progress towards goals will also be tracked in Workday.  Revising your goals might be necessary during the year if your role changes. 

• If you are required to have individual goals, the system will be available for you to begin managing your goals beginning October 28. All goals should be entered and finalized by Nov 15.

Refer to the Goal Setting and Revising Job Aid to learn more.  Email your questions to AskHRIS@cookchildrens.org.  

Managers: Navigating ULearn for Confirmation of Required Training

 As part of year-end evaluations, managers can go to ULearn to verify the completion of their employees’ required training. Here are the steps:

1.  In ULearn, click on Reports from the lefthand menu.
2. Open the Manager – Employee Learning History report.
3. Select the employee you are needing to validate by clicking on their network ID.
4. Confirm all assigned curriculum have a date populated in the Date Curriculum Completed Field and ensure that all required certifications are valid.

 Email ulearn@cookchildrens.org if you have any questions.

Resources for You

ICYMI: Please take the time to watch our most recent Town Hall that includes an update from Merridth Simpson, AVP, Human Resources Operations. Merridth present at about the 18-minute mark of the video. Click here to watch the video. 

Tips for Providing Peer Feedback 

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Performance & Development Digest: Sept. 11, 2024

Performance & Development Digest: Aug. 29, 2024

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Performance & Development Digest: Aug. 1, 2024

Performance & Development Digest: July 18, 2024

Performance & Development: Resources for You (cookchildrensconnect.com)

On-demand, role-based training is available, complete with job aids and clickviews (step-by-step instructions). Click here to access these resources. NOTE: Performance & Development information is item No. 4 under Workday Resources Hub.