Diversity, Equity and Inclusion Contributions in Staff Evaluations

Action Item (as stated with DEI strategic plan launch in 2016)

The university will convene a working group to establish best practices for including DEI-related contributions and training in staff performance reviews. Ultimately, this independent metric for employee evaluation will be used to assure individual accountability, track growth over time and recognize employee contributions.

In Year Five, Organizational Learning (OL) continued its ongoing efforts to socialize the Michigan Expectations Model. OL also offered virtual training sessions such as Microlearning: Impactful Development Conversations for use by or with supervisors to encourage open and honest dialogue during the performance review process.

Progress Update

In Year Five, Organizational Learning (OL) continued its ongoing efforts to socialize the Michigan Expectations Model. OL also offered virtual training sessions such as Microlearning: Impactful Development Conversations for use by or with supervisors to encourage open and honest dialogue during the performance review process. In addition, many campus units now include DEI course attendance as one of the professional development components of their performance reviews.

In Year Four, OL created a new and improved performance Valuation for Michigan Medicine and a virtual training program—which continued in Year Five—to support individuals and leaders through the implementation process. This new valuation includes goal setting and tracking of DEI and other professional development training offerings.

Since the launch of the five-year DEI Strategic Plan in 2016 and extending through the end of July 2021, 36,789 faculty and staff members have participated in Organizational Learning DEI educational sessions—and that number continues to grow.

During the 2020–21 academic year, all new and ongoing initiatives were informed by the Michigan Expectations Model, with a specific emphasis on the DEI Lifelong Learning framework to help guide staff learning and development as it relates to diversity, equity and inclusion. The model is based on six areas of focus representing overall behavioral expectations for faculty and staff as we seek to create a more diverse, inclusive and welcoming environment: 

• Pursues Self-Awareness
• Exhibits Intercultural Responsiveness
• Listens Inclusively and Seeks Diverse Feedback
• Promotes Inclusive Relationships
• Resolves Conflicts
• Aligns to Institutional Commitment

Responsibility: Office of the Provost and University Human Resources