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For employees that are no longer with the organization:
- You can either take no action OR evaluate them based on their last quarter performance and make a note they exited the organization XX/XX/XX (date)
Employee entry after deadline:
- Employees that miss the GROW Employee Entry deadline are encouraged to inform their immediate leader.
- Leaders are instructed to do the following in these cases:
- If leaders encounter employees who did not complete their task by the Employee Entry deadline, they should perform this task together with the employee during their regular GROW conversation. Employee forms will not be manually rolled back for entry.
- Please refer to the most recent SBAR for GROW timelines.
For employees on continuous FMLA or a Leave of Absence:
Assuming the employee did not complete their portion - we recommend:
- Make notes in the fields but do not selecting ON/OFF track as there was no discussion, note that they are currently out on FML/LOA and save the document. You will be unable to sign off on it and that is OK.
- Meet with them when they return to touch base about performance and explain that they missed the GROW cycle - they will have another opportunity for a FULL GROW after they return during the next cycle.
- Document the conversation in an email to the employee after the discussion and sending to Employee Relations using employeerelations@health.missouri.edu for the personnel file.
To reassign an employee:
1. Go to Task Status
2. Assign to evaluator
PRN Employees:
- It important that ALL staff have performance evaluations.
- You may consider using a streamlined GROW conversation that focuses on completion of AOMs and staff health requirements; showing up for scheduled shifts; demonstrating competency in all required tasks; and abiding all organizational policies, including Code of Conduct and Culture of Yes.
- Focus on communication with the unit and how to stay informed while working limited hours.
On/Off track decision making:
- If you are on the fence about rather or not an employee is on or off track, it is best to consult with Employee Relations and our team can help guide the decision.
- An "on-track" employee
- Consistently meets performance standards and demonstrates competency in performing the essential functions of the role.
- Performance consistently complies with work rules and regulatory requirements, including the Code of Conduct and MU Health Care policies.
- Performance consistently meets the demands placed upon the position and reliably completes routine assignments in an accurate and timely fashion.
- Contributes positively to the success of the work group and organization.
- An "off-track" employee
- Performance does not consistently meet expectations and performance standards.
- Fails to comply with work rules and regulatory requirements (e.g. Code of Conduct or MU Health Care policies)
- Performance does not consistently meet the demands placed upon the position.
- Does not reliably complete routine assignments in an accurate and timely fashion.
- Does not contribute positively to the success of the work group and/or the organization.
- Performance does not consistently met job accountability or the demands placed upon the position.
- Fails to proactively maintain requirements for the position.
- Performance may require supervisory intervention.
- Performance or behavior causes problems for patients, customers, department or co-workers.
- Behavior does not consistently meet the Culture of Yes standards.
- Employees new to their role and learning new job tasks are not necessarily considered “Off Track.”
- Any employee marked off track should have a Performance Improvement Plan and discipline.
If you have additional questions not covered above, please refer to LINK LINK or submit a TDX ticket to Employee Relations
Employee Engagement Toolkit
GROW for Leaders