Human Resource Practices Development Team

Design Team Report June 1996 - February 1997

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Frequently Asked Questions


The team encourages you to email us with any questions regarding the Design Report, the team's current work or additional suggestions and ideas.Last updated December 2, 1997


1. What is the connection between teams and roles?

A informal census of the Institute was conducted by the HRPD team this past spring. We learned that many employees are already working today in team like ways and some are even members of multiple teams at the same time. The roles people have on each team; member, leader, or coach, may differ based on the project and the needs of the team.

2. If I work in a team will I have multiple supervisors?

Some people have multiple supervisors now. It depends on where you work and the type of work you do. However, the fact that you work on a team, does not mean you would have more than one supervisor.

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3. If the Institute is reviewing compensation and job clasifications, can I expect to be promoted and receive more money?

A review of the classification system does not necessarily mean that any jobs will be upgraded, salaries increased or that there will be any immediate pay changes.

4. What is the difference between "Institute" and "generic" role core training?

Institute training provides a basic understanding of things that are applicable to most people at MIT (e.g., . Generic role is narrower refers to broad categories (e.g., AOs).

5. How about letting me evaluate my boss? What is a "360" review?

360 feedback is when the individual receives feedback from several people (e.g., his/her boss, people who report to him/her, peers, customers). Research indicates that the best use of 360s is for development purposes and that those who participate find it valuable.

6. What do you mean by performance management or planning?

It is a joint effort to plan how the work is to be accomplished and to measure the results. It is a continuous process of coaching and feedback by the supervisor.

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7. I understand that Personnel has a way of recording and track resumes prior to the resume being sent to the local reviewer. Could this be done electronically?

Personnel has recently upgraded their resume and applicant software package to Restrac Hire 3.1. It may be possible that with further review of this version of the software and architecture design the resume reviewer could obtain an electronic copy.

8. What do you mean by "competencies"?

"Competencies" are knowledge, skills and behaviors necessary for successful performance in a role or position.

9. Can you give an example of a "generic role"?

An example might be administrative secretary to a department head. There would be similar skills, knowledge and behaviors that would be characteristic for individuals in this role across the Institute.

10. What's the difference between "competency" and "behavior"?

You might want to think of it in terms of technical and behavioral. Technical competencies are skills and knowledge. Behavioral competencies are self-concept, traits and motives. It is this combination of competencies that relate to individual success in specific roles.

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