Minnesota Department of Human ServicesDisability Services DivisionOne DSD People, Access and Culture
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Curriculum IV · Employee life cycle

Performance and Development

Coach the work. Do not score a soul.

35–45 minutes · 5 lessons · Voluntary learning

A supervisor and a staff member sit for a one-on-one.

Course outline

  1. The object is the work

    A review is not a stage on the continuum.

    6 minutes

  2. When the form is identical on purpose

    Bargaining and classification can require the same tool. The conversation still has a who.

    6 minutes

  3. When this is no longer coaching

    PIP, discipline, harassment — Human Resources and Equal Opportunity and Access.

    6 minutes

  4. Suggest a title — do not assign a stage

    This hub is a resource. Completion is not character.

    5 minutes

  5. One conversation this week

    Stay on the process. Then mentorship if the gate is visibility.

    5 minutes
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What you’ll be able to do

Explore and practice

  • Identify how performance and development affects a DHS decision, service, or workplace process.
  • Use the course concepts and evidence to examine one live policy, form, meeting, service, hire, budget, or engagement plan.
  • Choose and document one defensible change, the person who owns it, and the date the team will review it.

What you can take into your work

  • Make and reconsider scenario decisions without being assigned a score.
  • Complete the practical activities and record a one-minute transfer commitment.
  • Apply the learning to a live work object in the Equity Analysis Toolkit.

Bring one live work object into the application workspace. Name who it was built for, who may carry the burden, and one change or formal escalation.

Listen to the introduction

Read the introduction

Performance and development is coaching the work, not scoring a soul. This program never enters a review as character. No homemade inventory. No ranking who gets it. At Minnesota DHS, practice a one-to-one that stays on the process, and know when the door is Human Resources. Voluntary. No score.

Performance Job Aid

Coach the work. Never a homemade stage. Completion is not character.
This program never enters a review as a score.

Use this aid while applying Performance and Development to a live DHS work object.

  • This program never enters a review as a score.
  • Use the relevant formal door when a right, complaint, labor process, safety duty, or Tribal consultation is involved.

Bring one live work object into the application workspace. Name who it was built for, who may carry the burden, and one change or formal escalation.

In the room

  • Object = the process.
  • Suggest a title; do not diagnose.
  • Identical form may be required.

Doors

  • HR / labor — PIP and discipline.
  • EOAD — harassment or complaint.

Participation and course completion in this program do not count toward DHS-required training credits unless management, a director, or DHS leadership expressly approves an exception.

Sources and further reading

All research and sources across the program