Dean’s Office

See FAQs on reporting vacation and medical/sick leave

SPH HR Contacts, Goals, and Framework


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.

Performance Standards
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.

Award Details

  • 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.

Nomination Process
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.

Employee Self-Service

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
Benefits enrollment Benefits
Benefits summary Benefits
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
Paycheck calculator (discontinued)
Pay statement My Pay
Personal information update My Info
Reimbursements/payments My Pay
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


FMLA (Family and Medical Leave Act)

See the University FMLA policy and the helpful guidance on the Academic Health Center hub.

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.


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:

For reclassification of a position:

Performance Appraisal

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
◦ 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

Professional Development

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.

Technology Training

Required Trainings


Related University Policy

Employee Engagement

Awareness to Action: School of Public Health

The University of Minnesota Employee Engagement (E2) survey measures engagement based on responses in 10 areas important in gauging employee satisfaction with the University and the work environment. The 2013 and 2014 E2 survey results from School of Public Health faculty and staff (you can see those via the links below) gave SPH leadership new awareness of opinions and perceptions in the school. This awareness has prompted and continues to inform school and division initiatives and actions. Please read about the work SPH has done as of October 2015 to respond to survey results. In many cases, this work is ongoing.

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

University Links

New Employees

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.

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

Required Trainings


Visit the UWide Policy Library for all University of Minnesota policy topics. Frequently used policies include:


Exit Interviews

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.

Faculty Emeriti

Other Resources

Human Resources Team

Name Office Email Phone Contact for:
Cecilia Colizza
Human Resources Specialist
A-351 Mayo 6-2075 HRMS, position management, departing employees, leaves of absence, performance review, and appointments
Anne Ehrenberg
Human Resources Director
A-349 Mayo 4-6638 HPM division, school-wide units
Sonya Johnson
Human Resources Data and Reporting Lead
A-351 Mayo 4-3193 HRMS, position management, departing employees, leaves of absence, performance review, and appointments
Tracey Kane
Human Resources Consultant
300 WBOB
A-352 Mayo (M, Th) 6-8861 EpiCH and Biostats division
Mary Belisle
Human Resources Consultant
A-352 Mayo 6-9266 EpiCH and Environmental Health divisions
Stefannie Thompson
Academic Affairs Lead
A-302 Mayo 6-1428 Faculty employment (including promotion and tenure)