FAQs
ENGAGE 2.0 Background
- What is ENGAGE 2.o? ENGAGE 2.0 is the State of Missouri’s approach to professional development. ENGAGE brings supervisors and team members together to have meaningful professional development conversations. These conversations provide an opportunity to help team members improve in their current role and position themselves for future success. This is all about helping each other get better individually and in our teams.
- Why are we changing?
- What’s changing with ENGAGE 2.0?
- What is the difference between PERforM and ENGAGE 2.0?
Tracking ENGAGE & REFLECT Conversations
ENGAGE Tracker, General Questions
- How do supervisors track their ENGAGE conversations?
- Do I have to track ENGAGE conversations?
- Someone that I manage is not listed in my ENGAGE Tracker. What do I do?
- I am a supervisor and I made a mistake in my ENGAGE Tracker. I accidentally entered a regular monthly ENGAGE meeting, when it should have been an annual REFLECT meeting. How do I fix it?
- I’m a supervisor and I accidently marked someone as exempt from their monthly ENGAGE conversation. They should not be exempt. How do I fix this?
- Will the ENGAGE tracker and evaluation dashboard be integrated?
- What should I do if I replace a supervisor who didn’t conduct final ENGAGE or REFLECT conversations with the members of the team?
- What is a REFLECT conversation? How is it different from an ENGAGE conversation?
For Admins
- A supervisor accidently marked an employee as exempt for an individual month of ENGAGE conversations, how do you un-exempt them from that month?
- A supervisor accidently marked a meeting as an ENGAGE conversation, instead of a REFLECT conversation. How do I fix it?
- An employee isn’t showing up in the ENGAGE tracker, even though the SAM II PUD3 is showing the correct supervisor/team member relationship – Why?
- How do I mark an employee as exempt/not exempt in the ENGAGE Tracker?
- Reporting: What is the best report to track individuals’ conversation status?
- Access & Admin Privileges: How do I change someone else’s permission levels in the ENGAGE tracker?
HOW TO CHANGE A SUPERVISOR’S ACCESS LEVEL IN THE ENGAGE TRACKER:
1) Log in to the ENGAGE Tracker 2) Go to your “Admin” page 3) Search for the name of the supervisor whose permissions you’d like to change 4) Click on the name of the person whose permissions you want to update 5) Scroll down on page. A screen will open below that will allow you to: A). Change their access level (Under role, select HR admin or another desired option) or B.) Allow him/her to proxy in as another individual to run reports. 6) Click “Save”HOW TO CHANGE A TEAM MEMBER’S ACCESS LEVEL IN THE ENGAGE TRACKER:
1) Log in to the ENGAGE Tracker 2) Go to your “Admin” page 3) Search for the name of the supervisor with HR admin role you want to assign the person as a proxy to 4) Click on their name 5) Scroll down on page. A screen will open below that will allow you to grant proxy 6) Click “grant proxy” 7) Select “to other employee” 8) Search the employee by name and check the box to select them 9) Click “Save”HOW TO REMOVE PROXY ACCESS IN THE ENGAGE TRACKER:
1) Log in to the ENGAGE Tracker 2) Go to your “Admin” page 3) Search for the name of the person with HR/System admin access that you want to remove the proxy from 4) Follow these instructions
Evaluations
- How do supervisors log in to complete their evaluation(s)?
- My list of team members to evaluate is incorrect. Why?
- I’m a supervisor and I made a mistake when I completed a team member’s evaluation. Can I change my response(s) after I’ve completed the evaluation? How do I fix it?
- Do team members have access to their completed evaluations? If not, how does their supervisor’s feedback make it back to them?
- A member of my team retired or is no longer a State of MO employee, do I still complete their evaluations?
- I started an evaluation and now I realize I need to mark the team member Exempt, how do I do that?
- What if a supervisor un-expectantly becomes unavailable to complete Evaluations?
- Will supervisors share evaluation responses with their team members during ENGAGE conversations?
- How will employees get their aggregated evaluation data during the mid-year debrief?
- Who should be completing the evaluations? Will team members have multiple supervisors completing evaluations for them?
- Is there a guideline on how long a worker should be employed with the state of Missouri before an ENGAGE evaluation should be submitted?
- What if I don’t like my supervisor and I’m worried they won’t evaluate my performance fairly?
- Can you explain what happens if a team member is marked ‘at risk’ on the evaluation?
- If a team member is flagged ‘at risk’, will it be part of their personnel record?
- Our agency works with outside partners, can they provide feedback?
- Will evaluation data be available at the division level?
- I’ve heard performance data will be used to compare performance levels across similar roles – how will those role groups be defined?
- Are evaluations different across departments?
- Is completing an evaluation on a direct report mandatory?
- Can you explain more about how the results are aggregated and how often Supervisors will be able to view their results?
Upward Feedback
- What is an Upward Feedback Form?
- Who completes Upward Feedback Forms?
- How do Upward Feedback Forms work?
- Is Upward Feedback really anonymous?
- Is Upward Feedback required?
- What is the anonymity waiver all about in my Upward Feedback survey?
- I chose the wrong answer to the small teams question – can I retake the Upward Feedback survey?
- I have the wrong supervisor listed on the form – what do I do?
- I’d like to change my Upward Feedback, can I retake it?
- Has there been discussion about sharing the supervisor feedback with their manager or higher up?
- What about concerns that supervisors will try to ‘get back’ at people who provide constructive feedback?
- If I waive anonymity, because I am part of a small team, does that mean my name will appear on the report?
- If a supervisor has less than 3 Team Members and those 1-2 Team Members do not waive their anonymity, where does their Upward Feedback go?
- Is the Upward Feedback provided on a Supervisor part of that Supervisor’s evaluation?
- What happens if a Team Member changes Supervisors during a month when Upward Feedback forms are being completed?
Dashboard
- How do I log in to my evaluation dashboard?
- My dashboard is slow/crashing. What do I do?
- How do I export/save the data in my dashboard?
- How do I filter by evaluation timeframe?
- When do dashboards close?
- Are there any trainings I can take to learn more about my evaluation dashboard?
- How long will information in the Dashboard be available? For example, will supervisors always see all the comments they’ve ever written for each team member evaluation? Or will they start to drop off after a certain period of time?
Change Champions
- How many Change Champions are there and how will they reach everyone?
- How will Change Champions know if there are issues in their area, will they get any metrics to act on?
- Can you explain the difference between what trainings the Trainer will do and the trainings that the Change Champions will handle?
- Can you explain more about how we can support each other (Change Champions & Trainers)?
Growth Model
- Growth Model levels, how were those developed and are they role specific?
- With regards to the Growth Model, how often are we reviewing all four core capabilities with team members?
Rewards and Recognition
- I have heard that we may receive a temporary salary increase as part of ENGAGE 2.0, what is that?
- Will the recognition menu be tailored to my department and fit within policy?
- If pay for performance is not a guaranteed part of ENGAGE, why roll it out at all?
ENGAGE Rhythm
- Why is there an update to the ENGAGE rhythm effective October 1, 2021?
- Is everyone changing to this new rhythm?
- As a supervisor, can I meet with my staff during the off months?
- Will REFLECT conversations still occur? What if a team members anniversary date is in March or September?