Kentucky: Personnel Cabinet - Manager's Corner



	Manager's Corner
	Second Interim Reviews Due by End of August During the month of August 2009, agency evaluators are required to complete Second Interim Reviews with all employees eligible for performance evaluation. Interim review meetings are planned times (April and August) when coaching and feedback between an employee and the evaluator take place. Employees need to hear from their evaluator in regards to how they are doing on the job in all four performance categories. An interim review meeting provides the employee and evaluator an opportunity to accurately reflect progress and changes as related to job duties and expectations. Interim review meetings are to be held during the month of August, but are to be completed no later than August 31, 2009. The Governmental Services Center (GSC) and the Performance Management Branch remind both the evaluators and employees within all agencies of the legally required Second (August) Interim Reviews. Reminders: The four categories of performance that must be reviewed and discussed are 1 – Job Tasks, 2 – Adaptability/Initiative, 3 – Communication/Teamwork, and 4 – Self Management. The evaluator must include comments in Section II (Interim Meeting Documentation) of the evaluation form for the Second (August) interim review period. Comments must be included for all four categories in which the employee is evaluated. Employee comments may be attached. The Second Interim Review shall be used to document performance that supports the annual performance rating. The evaluator may wish to initiate a Performance Improvement Plan http://personnel.ky.gov/gsc/empeval/tips.htm at this time if work performance is as such the evaluator feels a written improvement plan is necessary. It is important that employees take an active part in the evaluation process. Evaluators should help prepare the employee for the Interim Review by scheduling the meeting 3-5 days ahead. Employees should review the Performance Plan, First Interim Review documentation and prepare documented feedback on progress in achieving the expectations. Evaluators should talk less, listen and ask more open-ended questions. Employees should review their Employee Performance Evaluation System Handbook GSC Announces New Onboarding Initiative It is our pleasure at the Governmental Services Center (GSC) to announce a new enterprise offering called Onboarding for merit and non-merit state employees. Some of the many goals of onboarding ensure that new employees are exposed to a uniform and formal welcoming process, understand their connection to the larger enterprise called state government, and are introduced, in a more purposed and structured way, to their new employer. The difference between orientation and onboarding simply put is that orientation is only one component of onboarding. New employee orientation generally involves a first-day session or a first week of activities that familiarizes the employee with the cabinet’s structure, mission and policies. It typically includes reviews of the employee handbook and the completion of necessary payroll and benefits paperwork. Onboarding is, however, a much more comprehensive approach that starts before orientation and extends well beyond the first few days. It provides a more strategic plan for employee success than orientation alone. In fact, the onboarding process can last from three months to 18 months, depending on the position. To help you Onboard your new and transferring employees, the new Onboarding online resource will help with: The process of integrating employees into their new work environment. Onboarding is the last stage of the recruitment process, goes beyond the orientation process, and is the first steps to achieve employee retention. Creating a focus toward: a strong employer welcome, an affirmation of the employee’s right choice in a career, an affirmation that the employee fits into the cabinet or agency, and a long term relationship building. Features of the Onboarding site include: A Welcome Video from Governor Steve Beshear An introduction to the Onboarding philosophy A resource guide for New and Transferring Employee A resource guide for Supervisors, which include an in-depth look at the Onboarding process, new employee checklists and templates to use during the Onboarding process A suggested system for meetings and projects with co-workers, managers and executives during the employee’s first few months, all focused on strengthening the employee’s bond to the cabinet and its people. Sometimes a mentor process is also integrated into the system We are excited to bring you this new service. Please check the site often for updated resources and announcements. To learn more about how to use the Onboarding site, visit the Personnel Cabinet site. View a video on Keeping Employees Motivated During a Recession. Department of Corrections Executive Leadership Program Underway The Department of Corrections Commissioner’s Executive Leadership Program got underway with the first of four sessions taking place in June. This will be the third installment of the program, a course implemented by former Commissioner John D. Rees, and continued as a priority by current Commissioner LaDonna Thompson. The program is designed to identify and bring together future leaders within the department as a way to mentor them from within the organization. The program offers leadership training for these employees who have been identified by their supervisors as having management potential. One of the keys to the success of the program is networking. “In the first two programs and now after the first session of the third program, we are hearing that the networking aspect is so beneficial,” said Thompson. “It gives our employees the opportunity to bond with other corrections professionals and to have the benefit of their experience and perspective.” The benefit to the department is immeasurable. In launching the program in 2005, the department recognized that in no other setting had a group like this been formed: future corrections leaders to address today’s issues facing the agency. An opportunity for enthusiastic, bright individuals to brainstorm and showcase their abilities in a setting that is conducive to thinking outside the box. Dr. George Manning, a professor at Northern Kentucky University and an internationally-known speaker and consultant on the topic of leadership, has returned as the instructor for the program. The 2009 Commissioner Executive Leadership Class: Bell County Forestry Camp - Brandy Harm, CTO I Blackburn Correctional Complex - Alan Long, Deputy Warden Kentucky Correctional Institution for Women - Randy Hargis, Corrections Unit Administrator I Kentucky State Penitentiary - Dustin R. Clark, Corrections Unit Administrator Luther Luckett Correctional Complex - Jesse Stack, Pre-Release Coordinator Little Sandy Correctional Complex - Brandon Griffith, CTO Luther Luckett Correctional Complex - Lindsay Dowden, Lieutenant Kentucky State Reformatory - Anna Valentine, Captain Adult Institutions - Jeff Hulker, Law Enforcement Liaison/Program Administrator Local Facilities - Jeff Burton, Assistant Director Division of Probation & Parole - Cyndi Heddleston, Corrections Program Administrator Probation & Parole District 5 - Jennifer “Jay” Bell, Probation and Parole Officer Probation & Parole District 6 - Raymond S. Canterberry, Assistant Supervisor Probation & Parole District 7 - Megan Schubert, Probation & Parole Officer Probation & Parole District 9 - Fredrick Miller, Probation & Parole Officer Probation & Parole District 11 - Larry Caudill, Probation & Parole Officer Probation & Parole District 13 - Jonathan Vincent, Assistant Supervisor Probation & Parole District 14 - Cortney Shewmaker, Assistant Supervisor Probation & Parole District 16 - Denise Probus, Probation and Parole Officer Central Office - John Hall, Offender Information Services (OIS) Administrator Division of Mental Health - Dr. Tricia Meyer, Psychologist (located at KCIW) Central Office - Hilarye Dailey, Branch Manager, Administrative Services (Fiscal Branch) Central Office - Amanda Sayle, Information & Technology Central Office - Ruth Thompson, Internal Policy Analyst (Research, Legislative, Special Projects) Division of Training - Steve Faulkner, Branch Manager, WRTC Personnel - Bobbie Underwood, Human Resource Administrator.
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	This eNewsletter is published by the Commonwealth of Kentucky Personnel Cabinet, 501 High Street, Frankfort KY. For more information, comments or suggestions, please contact Crystal Pryor or Tina Goodmann or call the Personnel Cabinet at 502.564.7430.