PPM Rotational Program FAQs
Q: Will my compensation, title or leveling be adjusted during the rotation period?
A: During the rotation period, the rotating employee’s job title, level, salary, shift differential, target bonus and manager of record will not change. All business-related expenses associated with the rotation will be charged to the rotating manager’s cost center.
Q: How will will my performance be evaluated during the rotation period?
A: The rotation manager will meet regularly with the rotating employee to provide feedback and coaching, discuss challenges the employee may be facing, and get feedback on how the rotation is going.
Q: How will I stay connected to my functional area during the rotation period?
A: The employee’s regular manager should continue to have check-ins with their rotating employee. These check-ins should be focused on how the rotation program is going for the employee, help if needed and to keep the lines of communication consistent. Regular check-ins between functional manager and rotating employee will also enable a smoother transition for the employee when they return to their role.
Q: How many employees will be selected for the program?
A: A minimum of one employee will be selected for the program, however, depending on the number of qualified candidates and available projects, up to two employees may be selected.
Q: What if I want to apply to the program but my manager does not want me to apply?
A: All employees who meet the position qualifications and who are interested in the rotation program must receive approval from their manager before applying.
Q: What is the duration of the rotation program?
A: The rotation program is designed as a 6-month program, with some flexibility on the length of assignment based on need and/or project assignment. The program will include an initial onboarding period at the start of rotation and an offboarding transition period toward the end of the program.
Q: What happens at the end of the rotation?
A: The rotating manager will provide feedback on performance to the rotating employee and the rotating employee’s manager both verbally and in writing. The feedback should be incorporated into the employee’s annual review and performance during the rotation will be considered in determining the employee’s overall performance rating.
Q: How will the rotation pilot program be evaluated?
A: At the end of the pilot, the People Strategy Leader will solicit feedback on what worked well and identify areas for improvement from the rotating employee, the employee’s functional manager, and the rotating manager to determine long-term viability of the program. To measure success, a few key data points will be evaluated
· Feedback from regular and rotation manager of employee on rotation
· Feedback from rotating employee
· Accomplishment of rotation objectives
Q: I'm a manager interested in creating a job description for a rotational position. Who should I contact?
A: Contract Jennifer O'Brien in recruiting for help creating a rotation job description.
Q. What skills are required?
A. The candidate will apply FMI knowledge and previous project assignment experience to deliver successful project results. Important responsibilities include:
· Establish and manage project schedules, including setting targets for milestones and adhering to deadlines
· Delegate project tasks to team members
· Meeting/agenda preparation and meeting minutes, with a focus on action items
· Serve as a point of contact for project team members
· Communicate with key stakeholders regarding project status; escalate issues in a timely manner
· Leadership and expected behaviors environment
· Commitment to reflect FMI’s values: passion, patients, innovation and collaboration
· Ability to juggle competing priorities
· Capable of working independently with deadline and resource constraints
· Leadership through influence
