Spotlite Magazine - January 2017

PM Define

SPEEA Area Rep Mohammed Khan, center, receives a 2016 Faith Action Network “Outstanding Leadership” award on Sunday (Nov. 20), from U.S. Rep. Rick Larsen, D-Everett, at right. Khan, a manufacturing engineer at Boeing in Everett, received the award for his community service work to build a mosque, the Islamic Center, in Mukilteo. Faith Action Network is a statewide interfaith organization that partners more than 100 faith communities across Washington state.

Seeking names of
members who go
extra mile

SPEEA members across our bargaining units are active in their union and their community. SPEEA recognizes and honors their efforts through recognition awards.

Stephen Pezzini Helping Other People Excel (HOPE) award – Named for a Council Rep who died of cancer at the age of 36, this award goes to a member from any bargaining unit. Pezzini was a strong union advocate who was also active in supporting his community. Know a member like Pezzini? Nominate him or her by emailing terryh@speea.org. Include specific examples of how the member contributes to SPEEA and the community.

Deadline: Feb. 6.

Northwest activist awards - In addition to the Pezzini award, the Northwest Council seeks member nominations for the following awards:

• New activist – new to activism since

2016

• Outstanding activist – wide range of service, such as committees, labor activism or internal organizing

• Outstanding leader – a leader who gave over and above in 2016

• Lifetime achievement – many years
of service to SPEEA
Recipients are recognized at the March banquet
for Council Reps and activists.

To nominate a Northwest member, see the award nomination form online (available under Councils/Forms and Petitions)

Deadline: Feb. 10.

Local 2001, AFL-CIO, CLC

INTERNATIONAL FEDERATION OF PROFESSIONAL AND TECHNICAL ENGINEERS

Performance Management
a two-way process

For members who want to improve their etention rating, raise or Performance Management (PM) score, Contract Administrator Steve Spyridis emphasizes two key points.

1. Document PM meetings

2. Ask clarifying questions The advice goes hand in hand. By writing what you discuss with your manager, you have a tool to ask the manager for clarification. By asking questions, you have something to document that shows you understand your manager’s expectations.

At the PM training workplace training provided by staff, members can learn about areas that are typically only discussed if the member knows what to ask his/her manager.

• The manager has sole authority over your Performance Management.

• Strive to make this a collaborative (not combative) process.

• Always document what took place in PM meetings and send a summary to your manager for confirmation (or clarification).

• Ask questions. You need to know, for example, if your PM is written to your level and if you are working to your level, according to your manager’s expectations.

• Never assume you know what your manager is thinking. Ask for more meetings if needed to clarify what your manager expects for you to achieve the PM score, retention rating or raise you want.

You can request workplace lunchtime training through your Council Rep. Need the name or contact info for your Council Rep? Go to www. speea.org (drop-down menu Member Tools/ Find Your Council Rep).