myHR Archives

myHR: March 4, 2015

Problem Solving and a Positive Attitude Make Michelle Majeski a Pillar of Excellence

Majeski Michelle Majeski is more than just a friendly face at the Rodin College House Information Center. As Residential Services Manager (RSM) at Rodin, Majeski is an advocate for residents and a collaborative partner with departments across campus. She is also the recipient of the 2015 Pillars of Excellence award.

Majeski is responsible for the general safety, appearance, condition and sense of community of Rodin as its RSM. That’s a tall order for a 24-story building with more than 800 residents. It requires balancing the care that students need with the problem-solving practicality of a building manager. It’s a job she does with energy, dedication, and acumen, says Paul Forchielli, Senior Building Administrator in Business Services.

“Her energy, along with the excellent customer service she’s provided to residents over the years and the difference-making initiatives she’s spearheaded, has truly made an impact in the Rodin community and through other parts of the University,” Forchielli adds.

Majeski has overseen Rodin’s Information Center since 2008. It is a hub of activity, where the details of running a 760-plus room building intersect with the daily lives of the undergraduate residents. She supervises 15 student workers and strives to make the high rise feel like home. “The RSM’s job is to help students navigate the environment so they feel heard, can be successful, and have the best experience possible,” she explains.

She’s quick to point out that this isn’t a one-woman show. “It’s a team effort with the House Dean, House Coordinator, graduate associates, resident assistants, the building administrator, and the other RSMs. And we work with Facilities and Real Estate Services, Public Safety, and many others across campus,” she says. Majeski’s teamwork extends into her efforts for the award-winning Quaker Days program, which brings hundreds of prospective new students to Penn for an unforgettable introduction to campus life.

Majeski’s collaborative approach has produced initiatives that have had a positive impact on many. For example, she initiated the Winter Break Housing Program in 2010, which provides international students with housing by using empty space in the high rises during Winter Break. Always looking to engage students, Majeski has helped evolve the Winter Break Housing Program into a leadership opportunity for the Assembly of International Students by allowing the group to take the lead on major parts of the process.

Majeski also makes skill and leadership development a focus for her student staff. She takes the time to learn students’ strengths and interests and integrate them into work assignments where possible. She and two other RSMs are also currently developing online training modules for student managers, returning student staff, and new student staff.

No matter what she’s working on or who she’s working with, the student experience is the focus of Majeski’s attention. “If we can shape someone’s experience so that they don’t have to worry about an issue and can better focus on their goals – that’s the kind of impact I want to have every day,” she says.

To learn more about the Pillars of Excellence Award and the March 24 award ceremony, visit the Models of Excellence Program webpage.

Your Ideal Retirement Is Within Reach

In 10-15 years, you’ll be ready to retire. Will your finances be ready, too? Here are some simple but important steps you can take now to make sure they are.

First, think about your vision for retirement. How much money will you need, when, and for how long?

Next, review your current retirement savings. Hopefully, you already participate in one of Penn’s generous retirement savings plans. If so, you can request an estimate of your retirement income from TIAA-CREF or Vanguard, Penn’s retirement investment carriers.

Remember to also check any additional sources of retirement savings you have, such as a savings plan from another employer or additional investments like a Roth 403(b) or Individual Retirement Account.

Once you know how much you have, you’ll know if you’re on track to achieve that retirement vision. If you have ground to make up, don’t panic! There’s still time to save, and you have valuable resources available to you as a Penn staff or faculty member.

Representatives from both TIAA-CREF and Vanguard provide free, one-on-one investment counseling on campus and can help you identify options to help you get from where you are today to where you want to be at retirement.

In addition, Penn’s investment carriers often offer free webinars and workshops for benefits-eligible faculty and staff. Upcoming sessions include the webinar Equally Prepared: Financial Planning for the LGBT Community on March 11 from 12 – 1pm, and the on-campus workshop Women to Women Financial Planning: Postcards from the Future on March 17 from 12 – 1:30pm, which focuses on women who want to retire in 10-15 years.

Visit Saving for Retirement for more information on Penn’s retirement savings plans and other retirement resources for benefits-eligible faculty and staff.

How to Prepare for a Performance Review

compass The 2015 performance appraisal process begins this month and ends on June 1. Staff members and supervisors alike can take these steps to get the most out of the process now and build the foundation of future success.

For Staff Members

Gather. Get your facts and figures together a week or two before you tackle your self-assessment. Having information organized ahead of time can make writing the self-assessment easier.

Highlight. This is your time to shine! Put all the things you’ve done for Penn into your self-appraisal. Don’t assume your manager remembers the details of all your projects or knows everything you’ve accomplished throughout the year. He or she has undoubtedly made note of many of them, but use this opportunity to share all of your accomplishments.

Present. Once you’ve gathered your FY2015 information, determine how best to present it to your supervisor. What is his or her communication style? For example, is it strategic or analytical? Tailor your main points in a way that fits that style.

More resources. Want more guidance? Check out Transform Your Self-Evaluation into a Useful Tool for the Long-term in the January issue of Penn@Work for practical tips on how to write an effective self-assessment. You can also attend the free brown bag Participating in Performance Appraisals, March 13, 11am-12 pm. Register now to learn what you can do to have a productive review session with your supervisor.

For Supervisors

Prepare. Prepare materials and your thoughts well ahead of performance appraisal meetings with your staff. Look at the process through the lens of how it can help you foster good relationships with each person.

Attend. Learn more about how to prepare for and conduct performance appraisals by signing up for the Conducting Performance Appraisals for Supervisors brown bag on March 24, 11am-12pm. Register soon because seating is limited!

Communicate. Focus on making each performance appraisal meeting a productive conversation. Remember to:

Thank the staff member for his/her good work on Penn’s behalf.
Really listen to the staff member, rather than thinking of what you will say next.
Discuss how the staff member’s work contributes to what makes Penn an exceptional institution and a great place to work.
Depersonalize feedback by framing performance in terms of what Penn or your team needs to accomplish. If there are areas for improvement, begin by expressing your confidence that improvement will be made. Ask the staff member for ideas of what will help with the improvement.
Share your perspective as a supervisor. Consider providing your leadership vision by linking your staff’s work and developmental goals with the Penn Compact 2020.

Looking Ahead

Looking ahead to 2016, both supervisors and staff can take steps to make next year’s process even better. For staff members, consider taking a course or reading a book on “managing up.” For example, knowing your manager’s preferred communication style can help you present the information you have more effectively. Also consider associating your FY2016 developmental goals and accomplishments with the Penn Compact 2020.

In turn, supervisors can improve communications and build trust all year long by implementing regular one-on-one meetings with their direct reports. Also consider asking for a written report from each staff member; this can form the basis of the one-on-one meetings and be used as a reference for mid-year and year-end performance reviews.

Visit the Performance and Staff Development Program webpage for more information and resources.

Patricia Berrini on behalf of HR Learning and Education
Patricia is a Training Specialist in Learning and Education

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