You Spoke, We Listened: The Check-In Process Revamped

A Message from Jenny Charriez, Director, Employee Development and Inclusion

Thanks to your valuable feedback over the past two years and your survey responses, we are pleased to announce a complete revamp of the Check-In process will take effect Friday, July 22, 2016.

check-in-logo-r2016-270wBased on the feedback we received, there will be three key areas of improvement:

  • The timeline will be more flexible by keeping the system unlocked and open year-round to promote more seamless usage.
  • There will be no formal Mid-Year Check-In, simplifying the process to two Check-Ins per year.
  • There will be no rating scale as the scale was deemed subjective and intimidating.

You spoke, we listened and heard that you would like the Check-In process to be a more friendly experience that allows you to document your conversations with your employees about their accomplishments and their development throughout the year. Therefore, the new, more organic Check-In process will look like this:

Beginning-of-Year Check-Inslice

  • The supervisor and the employee meet to discuss goals, skills to be developed and development opportunities. Since it’s currently the beginning of the 2016-2017 year, we recommend that you meet with your employees if you haven’t already done so.
  • After the meeting, the employee enters his or her goals for the year into the Valencia EDGE, along with the development opportunities discussed with the supervisor.
  • Next, the supervisor reviews the information entered by the employee in the Valencia EDGE and either approves or sends back to him or her for revisions.

check-in-timeline-2016-beginning-grove

Throughout the year, the employee will work on his or her goals and pursue development opportunities.

End-of-Year Check-In

  • The employee enters his or her accomplishments and progress on goals into the Valencia EDGE.
  • The supervisor and the employee meet to discuss progress.
  • After the meeting, the supervisor enters comments and feedback into the Valencia EDGE based on the conversation.
  • Then, the employee acknowledges the supervisor’s comments and feedback in the Valencia EDGE.

We hope you find this revamped Check-In to be a more streamlined and organic process.

There is a need for ongoing feedback between employees and supervisors, and what can make this process even more meaningful is a powerful set of questions tailored to individual employees and their growth. Rather than being a once-a-year experience, the new Check-In is now a year-round conversation that provides a place to say thank you and recognize the team member’s personal growth.

It’s also important to note that if performance problems emerge or continue, these issues must be handled in a timely manner, which sometimes means outside of the biannual formal Check-In times. For tools other than the Check-In to address performance challenges, or for questions on the Check-In, contact your campus director, organizational development and human resources.

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