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Two Year Anniversary: MIT Recognition and Strategic Talent

Management

Tuesday, May 1, 2018 Recognition Professionals International Conference 2018

Presented by Cori Champagne, SHRM-SCP

MIT Recognition Program Administrator

HR’sMissionistoadvanceavibrantanddiverseworkcommunitywhereindividualsandgroupsthriveandcontributetoMIT’sexcellence.OurVisionistoworkasonecohesiveteamthatbelievesin–andisknownfor–itsHRexperGse,strategicthinking,soundbusinesspracGces,andexcepGonalcustomerservicetotheMITcommunity.

MIT Human Resources:

Recruit: Staffing and Career Development Services   Include: Diversity & Inclusion   Develop: Organization & Talent Development   Recognize: Recognition    Our vision for Strategic Talent Management at MIT is to position the Institute as an employer of choice through: •  An inclusive culture that relies on its diversity for

innovation and excellence •  A focus on recruiting, engaging, and developing

employees •  A commitment to recognizing the Institute’s

employees throughout their MIT careers  

Forming the Strategic Talent Management team:

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•  MIT Employer Branding •  New Employee Orientation •  Recognition tools for managers •  Recognition recipient data review

In today’s session:

The mission of MIT is to advance knowledge and educate students in science, technology, and other areas of scholarship that will best serve the nation and the world in the 21st century. The Institute is committed to generating, disseminating, and preserving knowledge, and to working with others to bring this knowledge to bear on the world’s great challenges. MIT is dedicated to providing its students with an education that combines rigorous academic study and the excitement of discovery with the support and intellectual stimulation of a diverse campus community. We seek to develop in each member of the MIT community the ability and passion to work wisely, creatively, and effectively for the betterment of humankind.

MIT Mission:

Five Schools •  School of Architecture and Urban

Planning •  School of Engineering •  School of Humanities, Arts, & Social

Sciences •  School of Science •  Sloan School of Management

Major Initiatives •  Energy •  Cancer •  Diversity •  Global Industry •  Public Service

Culture of MIT:

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“The soul of MIT is research. For more than 150 years, the Institute has married teaching with engineering and scientific studies—and produced an unending stream of advancements, many of them world-changing. ” -MIT Facts 2018

There are over 60 Interdisciplinary Centers, Labs and Programs at MIT, and approximately 700 companies working with faculty and students.

Culture of MIT:

MIT is well-known for its students and faculty; MIT is also a large employer in Boston/Cambridge. There are 11,000+ staff in different roles across the Institute. This includes a wide variety of roles and job types: lab managers and staff, administrators, researchers, student coaches, groundskeepers, environment, health & safety officers, pilots, librarians, development officers, carpenters, medical staff, campus police, faculty support staff – and this is just the start.

Staff at MIT:

•  Provide prospective and current employees with an accurate sense of what working at MIT means

•  Deliver messaging, visual elements, and print and digital materials

•  Elevate and recognize the achievements of individuals who decided to make MIT the starting line, launch pad, or foundation of their career and life goals

Employer branding:

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Employer rebranding:

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In spring 2017, HR reimagined the New Employee Orientation session, with the goal of ensuring employees: •  Feel welcome •  Find the value of diversity and inclusion as

evident •  Are inspired by work going on at MIT •  Feel connected to the Institute •  Are confident they made the right choice of

employment

New Employee Orientation:

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Staff

Community

In the short amount of time with the revised New Employee Orientation: •  83% of participants Agree or Strongly Agree

that they better understand the MIT culture.

•  68% Agree or Strongly Agree that they connected to other MIT colleagues during NEO program.

Recognition: •  New staff have specific Recognition needs –

NEO is an opportunity to be sure that new staff had access to quick ‘thank you’s’ in their DLC.

•  Culture and recognition are always connected, we want to set a standard of expectation around recognition at MIT from the very start.

New Employee Orientation:

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•  In the process of working with the Talent Development team, it became clear that we needed different recognition information for managers.

•  TD team is working with DLCs all over MIT, and identified inconsistencies and uncertainties for managers interested in using the recognition program.

•  Created a “menu” of options, and plenty of examples.

•  Provided guidance on performance review and recognition.

Recognition Tools for Managers:

BRIGHT SPOT AWARD

$5 Starbucks gift card, chocolate bar, thank you card Located in Café

SPOT AWARD

$25 gift card (Amex, AuBon Pain, Starbucks) and printed certificate

Request via HR Central

SPOT AWARD

$10 Tech cash card and printed certificate

Request via HR Central, R+R tab

SPOT AWARD

$50 gift card (Amex) and printed certificate

Request via HR Central

Recognition Tools for Managers:

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Is there a link between Performance Review and Recognition?

•  Recognition calls attention to good work, performance review is about developing employees.

•  Regular feedback loops and PDR tools can help managers identify who might deserve recognition, but recognition does not always have to be an outcome of performance review.

•  Performance review materials provide excellent documentation for managers to review when they want to consider more formal recognition options.

•  If a direct report receives an award like an Infinite Mile or an Excellence Award, this should initiate a performance conversation with an employee, or should be a topic in the next scheduled performance review.

Recognition Tools for Managers:

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•  Don’t mix recognition with deadlines or other feedback. Follow up with other information.

•  Recognition works best when it is specific - “Everyone is doing great!” will not feel specific enough to the people hearing it.

•  Managers also convey the importance of a culture of recognition by giving their team occasional reminders about using the program: sending Spot Awards, writing nominations, and encouraging others to do so.

Recognition Tools for Managers:

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•  From feedback in smaller sessions, we developed more comprehensive recognition segments in the manager training classes.

•  Role-playing, messaging, and what to avoid.

•  What is expected when you have an award-winner on your team.

•  Information on how the nomination/selection process works.

Recognition Tools for Managers:

MIT’s Recognition program is now in its 17th year of existence. Only recently has the process begun to examine data collected through the program. Quick/Regular reviews: •  Age range of Excellence Award recipients •  Years of service for Excellence Awards recipients •  Diversity: Race/Background/Dept at MIT •  General program participation

Longer reviews: •  Promotions/Transfers/Exits •  By dept: Use of Spot Awards program for Support/

Admin/Service staff •  Mentorship/Professional Development

Recognition Recipient Data:

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FY18RecogniGonProgramUsageTrackingCostobject

LocalRROrgUnit

ContactAdministrator

FY18SpotAwardrequestsreceivedFY18SpotAwardrequestsfulfilled

#ofAdminreceivingSpotAwards

#ofsupportstaffreceivingSpotAwards#ofservicestaffreceivingSpotAwards

#ofSpotrequestsforoutsideDLC

OtherRecogniGonevents/acGviGes

Recognition Recipient Data:

Information we can begin gathering in July 2018: •  What departments have more Recognition needs

than they can fund •  Strategies to address funding issues

•  Equity and accessibility for Admin/Support/Service staff

•  Communication needs for underrepresented areas

•  Manager involvement/influence •  Connect back to Talent Development team •  Informs information included in classes for

managers

Recognition Recipient Data:

Questions? Conversations? Ideas? Contact me at: corich@mit.edu

Contact:

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Two Year Anniversary: MIT Recognition and Strategic Talent

Management

Tuesday, May 1, 2018 Recognition Professionals International Conference 2018

Presented by Cori Champagne, SHRM-SCP

MIT Recognition Program Administrator