Our outstanding faculty and staff in the School of Public Health (SPH) are the reason why we can achieve so much in our mission of education, research, and public engagement. Below are a list of awards and recognition opportunities that honor faculty and staff accomplishments throughout the year. Take part in honoring your colleagues and partners for their commitment and dedication to SPH and to advancing the field of public health by submitting a nomination.
SPH Staff Spot Awards
Spot Awards are designed to recognize special contributions of staff, as they occur, for a specific project or task. A Spot Award lets employees know that their noteworthy contributions have been noticed. At the same time, it recognizes and reinforces the behaviors and values that are important at the University of Minnesota and within the School of Public Health.
The number of awards available for each unit, each term have been determined based on the number of existing staff. The number of possible awards per *term are:
- Biostatistics – 6 awards
- School Service Units – 7 awards
- Environmental Health Sciences – 4 awards
- Epidemiology and Community Health – 16 awards
- Health Policy and Management – 11 awards
*Terms will be defined as July 1-December 31 and January 1-June 30.
Individual employees may be nominated for a Spot Award based on one or more of the established performance standards. Performance standards eligible for this award include:
- Exceptional Performance: Demonstrated and sustained exceptional performance that consistently exceeds goals and work expectations in quantity and/or quality.
- Creativity: One-time innovation or creation that results in time/dollar savings, revenue enhancement, productivity improvement; and/or ongoing innovative/creative activities that benefit organizational systems, protocols, and/or procedures.
- Organizational Abilities: Exhibiting extraordinary skills in leadership resulting in the accomplishment of significant departmental or divisional goals and objectives; effective project management, which could include developing a project and/or implementing a project with substantial success; and/or demonstrating organizational capability leading to a greater level of effectiveness.
- Work Success: Significantly exceeding productivity, customer service, quality of care or similar goals, including demonstrating superior interactions with managers, peers, supervisors, subordinates, the University community, and/or clients and customers served.
- Teamwork: Acting as an exceptionally effective and cooperative team member or team leader for a team that has significantly exceeded the goals/objectives of the department unit.
- Spot Awards may be awarded at any time.
- Nominations for Spot Awards should be submitted as soon as possible after the completion of the project or task, generally within one week of the accomplishment.
- The value of Spot Awards will be set by the SPH on an annual basis. The individual target value is up to $50. The amount of the award is taxable, but the SPH will incur the cost associated with the tax on Spot Awards.
- Awards will be recognized on a monthly basis in the SPHere; division recognition of recipients also will be encouraged.
Anyone associated with SPH may nominate staff for Spot Awards. Each award nomination must include:
- A completed SPH Spot Award nomination form.
- Name of individual being nominated.
- A brief description (minimum of 1 paragraph, maximum of 3 paragraphs) of the specific reason for nomination and linkage to one or more of the award criteria.
- Input may be requested from the team leader and supervisor/manager if different than the nominating individual.
This is a school-wide program that is distributed by division and administered by SPH HR. It is available to all labor -represented, Civil Service, and P&A staff (excluding faculty administrators) within Biostats, EnHS, EpiCH, HPM, and the Dean’s Office Units. The SPH HR has approval authority for Spot Awards.
The award will be distributed to the nominator for presentation to the awardee upon notification from SPH HR. The monetary award will be paid through payroll. If the division award allocations have already been exhausted, then a non-monetary spot award will be given (i.e., recognition without the additional compensation).
Years of Service
Faculty and staff who have worked at SPH for five or more consecutive years are recognized for their dedication and service to the school at five-year intervals. Service achievements are recognized annually at the SPH faculty and staff recognition event.
University of Minnesota Awards
An employee is eligible to participate in the University of Minnesota UPlan Medical or Dental Program (the Plan) if he/she works at the University with an eligible appointment that is at least 50 percent time and lasts at least three months.
The University contributes a significant portion of the cost of medical or dental benefits for an employee whose appointment is 75 percent time or greater.
Benefits include: medical, pharmacy, dental, flexible spending accounts, retirement savings plan, life insurance, disability, long-term care coverage, vacations and leaves, tuition benefits.
Complete U of M benefit info: Office of Human Resources Benefits website.
As of April 2015, you can find employee self-service functions through the MyU portal. Look for self-service items under the following tabs within MyU:
|Self-Service Item||MyU Tab|
|Direct deposit||My Pay|
|Employment Verification||Key Links – Employee Center|
|I-9 form for new employees||Key Links – Employee Center|
|Notice of appointment||My Pay|
|Pay statement||My Pay|
|Personal information update||My Info|
|Retirement account contributions||My Benefits|
|Training history||Key Links – Employee Center|
|TXT-U Emergency notification registration||My Info|
|ULearn||Key Links – Employee Center|
|Vacation and sick leave balances||My Time|
|W-2 Reprint||My Pay|
|W-4 tax information update||My Pay|
|Wellness Assessment and points balance||My Benefits|
Leaves and Absences
- Request/report leaves of absence through the MyU portal (“My Time” tab)
- Approve time off requests through the MyU portal (“Manager Info” tab)
- Policy information available through U of M Vacation and Leaves website
FMLA (Family and Medical Leave Act)
Health & Wellness
The School of Public Health is dedicated to the wellbeing of faculty and staff and believes in the importance of work-life balance. Below are some resources supported by the University to incorporate health and wellness into your life.
- Wellness info
- Center for Spirituality and Healing
- Wellness assessment and points balance (view through My Benefits tab in the MyU portal)
Regents Scholarship Program
U of M faculty and staff can use the Regents Scholarship Program to pursue undergraduate, graduate, and professional courses.
Policy: Program parameters and eligibility criteriafor the Regents Scholarship program.
Procedure: How to enroll in courses under the Regents Scholarship program.
The School of Public Health strives to equitably compensate the strong work accomplishments and performance of our faculty and staff members. Through fair compensation systems, we can recognize and reward excellence as well as foster an inclusive, collaborative, and innovative environment.
Key documents explaining the compensation philosophy and pay practices within the School of Public Health:
- Fiscal Year 2018 SPH Compensation Plan (84 KB PDF)
- SPH Civil Service Merit Pay Plan (82 KB PDF) – Updated May 2017
- SPH Compensation Principles & Guidelines (rev. September 2015)
For reclassification of a position:
Resources related to managing staff members’ performance:
Performance Appraisal Tool (PAT)
The Performance Appraisal Tool (PAT) system is used within the School to conduct performance evaluations of labor-represented, civil service and P&A staff.
Key dates for the 2017 performance appraisal process:
• During the week of March 6: Staff performance appraisals for 2017 are initiated in the Academic Health Center Performance Appraisal Tool (PAT) system by SPH Human Resources.
• By Friday, April 7: Staff members complete their self-appraisals.
• By Friday, May 5: Supervisors complete their preliminary appraisals of their staff members.
• By Friday, May 12: Each of the divisions calibrate supervisors’ performance ratings to ensure fairness and consistency.
• Between Monday, May 15 and Friday, June 9: Most performance appraisal meetings are held.
• Monday, June 12: Merit pay adjustments for fiscal year 2018 become effective.
(Note that slight adjustments from this timeline will be made for P&A employees in the Division of Epidemiology and Community Health who are using the PAT system for the first time this year. Staff should start on their self-appraisals in the PAT system, and additional information on timing will be provided shortly.)
Instructions for staff:
• Look for an email from the PAT system on or after March 21 indicating your 2017 appraisal has been initiated. Go to the PAT website, log in with your x.500, and complete and submit a self-appraisal by Friday, April 7. Work with your supervisor to update job duties and expectations reflecting your position description and any changes since your previous performance appraisal.
• Provide specific, concrete examples of your work in this performance year that illustrate and justify any “exceeds expectations” or “outstanding” self-ratings to help your supervisor accurately assign a performance rating. The AHC PAT Rating Job Aid provides helpful examples of work at the different performance levels.
• Access resources from the AHC PAT website, including an employee’s guide and an online tutorial to assist in writing and participating in the performance appraisal process. Also refer to the Guidance for SPH Employees in Preparing Annual Appraisals.
• Participate in a performance appraisal meeting with your supervisor as scheduled by your supervisor.
Tips for supervisors:
• Prepare by reviewing your notes and otherwise reflecting on employees’ work accomplishments, any issues, and progress on goals over the last year. Seek out feedback from colleagues and “customers.”
• Brush up on effective ways to conduct appraisals and provide feedback.
◦ Access and watch a free online tutorial, such as Delivering Employee Feedback or Performance Review Fundamentals through Lynda.com.
◦ Access resources from the AHC PAT website.
◦ Consult the SPH HR team with any specific questions or concerns.
Feedback mechanisms (optional)
Peer review, Customer/client feedback, and Supervised staff feedback tools coming soon for 2016.
Tips & resources
We strive to support the continuing professional development of all our employees. Through development, the School of Public Health can:
- Retain valuable faculty and staff,
- Support fulfilling individual career paths, and
- Enable school-wide talent planning, including succession management.
The University offers many development and training opportunities and resources. Several key training resources are listed below. Talk with your supervisor or manager about your development goals and opportunities or connect with the SPH human resources team to discuss your options.
- IT@UMN Services for Faculty and Staff
- Technology training
- Self-help resources (self-help guides and Lynda.com online courses)
- Privacy and Data Security
- Responsible Conduct of Research (RCR)
- Conflict of Interest Regulations (for faculty and P&A staff)
- ULearn (the U’s learning management system to register for and track development activities)
- Equal Opportunity and Affirmative Action educational workshops and programs and online learning opportunities
- Leadership and Talent Management division of the Office of Human Resources
- Center for Teaching and Learning
- Women’s Center Trainings and Education
- College of Continuing Education for credit and non-credit and certificate courses and programs
- Staff LEADS: Application
- Staff LEADS: Program Information (PDF)
Related University Policy
About Employee Engagement
Employee engagement creates motivation and enables success for individuals and teams. An employee’s commitment and dedication coupled with an effective work environment are the key components of engagement.
The University of Minnesota is consulting with an external vendor, the Hay Group, to conduct a series of annual Employee Engagement (E2) surveys to gather information about faculty and staff attitudes toward their workplace. The survey is conducted each year in October. Benefits-eligible faculty and staff will receive a survey directly from the Hay Group.
2015 E2 survey
Watch a recording of an Employee Engagement Town Hall where the 2015 results are discussed.
2014 E2 survey
2013 E2 survey
- SPH Faculty E2 Engagement Survey Results (2013)
- SPH Staff E2 Engagement Survey Results (2013)
- SPH Spring Assembly 2013 Engagement Survey Results
Welcome to the School of Public Health! There is a lot to learn about the University and the School of Public Health. The University is a diverse, energizing place to work, with new research and discoveries taking place everyday and we’re glad you are here!
New Employee Orientation
New Employee Orientation (NEO) is your first step toward building a successful career at the U of M and will provide you with the tools you need to become part of the University community.
- Visit the New Employee website for valuable information regarding what you need to know to start your career at the University of Minnesota
- Sign up for a New Employee Orientation session
New Faculty Orientation
New Faculty Orientation is hosted by the Office of the Vice Provost for Faculty and Academic Affairs, and it is just one of the many ways that the University of Minnesota invests in the success of its faculty at all stages of their careers. The two days of orientation will introduce you to critical information, resources, and support for your research, teaching, and outreach efforts.
IDs, Badges & Technology
- IT Services for Faculty and Staff
- Office of Information Technology Getting Started Guide
- UCard InformationThe U Card is your Official University of Minnesota photo ID card.
- UCard Eligibility
- Privacy and Data Security
- Responsible Conduct of Research (RCR)
- Conflict of Interest Regulations (for faculty and P&A staff)
Visit the UWide Policy Library for all University of Minnesota policy topics. Frequently used policies include:
- Academic Freedom
- Academic Misconduct
- Code of Conduct
- Employee Development, Education and Training
- Employee Work-Life and Personal Leaves
- Equity, Diversity, Equal Opportunity and Affirmative Action
- Individual Conflicts of Interest
- Outside Consulting
- Performance Management
- Research Involving Human Subjects
- Sexual Harassment
Upon leaving your position within the School of Public Health, please contact SPH human resources team to arrange for an exit interview.
The retirement process is different for each individual. Employee Benefits has counselors available to help you with your retirement planning. It is suggested that you schedule an appointment with Employee Benefits six to twelve months before you plan to retire.
- OHR retirement website
- Benefits for retirees
- Retirement planning guide
- Board of Regents retirement policy
Human Resources Team
Human Resources Specialist
|A-351 Mayofirstname.lastname@example.org||6-2075||HRMS, position management, departing employees, leaves of absence, performance review, and appointments|
Human Resources Director
|A-349 Mayoemail@example.com||4-6638||HPM division, school-wide units|
Human Resources Data and Reporting Lead
|A-351 Mayofirstname.lastname@example.org||4-3193||HRMS, position management, departing employees, leaves of absence, performance review, and appointments|
Human Resources Consultant
A-352 Mayo (M, Th)
|email@example.com||6-8861||EpiCH and Biostats division|
Human Resources Consultant
|A-352 Mayofirstname.lastname@example.org||6-9266||EpiCH and Environmental Health divisions|
Academic Affairs Lead
|A-302 Mayoemail@example.com||6-1428||Faculty employment (including promotion and tenure)|