HR Update - FY 26 Issue 02

Issue Date: November 24, 2025

In This Issue

• A Message From Aimee Devaris New Director of Personnel
• The Power of Early Feedback in a New Job
• Implementation of Automated Launched Probationary Evaluations in AspireAlaska
• Leadership Corner: Build Trust in the First 10 Seconds
• SOA Recruitment and Outreach Booth - Three Days at AFN A Success!
• DOP Comings and Goings

A Message From Aimee Devaris New Director of Personnel

I am honored to join State service and to work alongside the talented and dedicated professionals within the Division of Personnel (DOP) and the Department of Administration (DOA). From the outset, I have felt genuinely welcomed, and I extend my sincere thanks to all of you, including the Human Resource Business Partners across departments, for the critical work you do each day.

I would like to express special appreciation to Deputy Directors Camille Brill and Benthe Mertl-Posthumus for their leadership and dedication throughout this transition.

My professional background is rooted in public service, and I have spent most of my adult life in Alaska, having lived in Kodiak, Juneau, and now Anchorage. I have served in leadership roles with federal agencies such as NOAA and the USGS, where I focused on personnel management, strategic planning, and organizational development. I am deeply committed to serving Alaskans, and I view this role as an opportunity to strengthen the systems that support our state workforce and enhance the value we deliver to the public.

My leadership philosophy is grounded in integrity, fairness, and transparency -- principles I believe are essential to building trust, fostering collaboration, and cultivating a healthy workplace culture across all departments we serve.

Please feel free to reach out at any time. I am excited to be part of this team and look forward to the work ahead.

Aimee Devaris, Personnel Director

The Power of Early Feedback in a New Job

Providing feedback to new employees is essential for their growth and success. It helps them understand their performance, clarify expectations, and learn from mistakes. But even more than that, it reinforces new learning and good performance, building confidence while guiding long-term development. When delivered early and constructively, feedback fosters trust, strengthens the onboarding experience, and boosts engagement by making new hires feel valued, supported, and aligned with organizational goals.

Implementation of Automated Launched Probationary Evaluations in AspireAlaska

The AspireAlaska team is excited to announce the launch of automated probationary evaluations within the AspireAlaska system. Implemented on November 3, 2025, both mid-probation and end of probation evaluations are now automatically initiated for eligible probationary employees. This aims to streamline the evaluation process and ensure timely feedback and planning with new employees.

Who Is Included?

All non-seasonal probationary employees within the General Government Unit (GGU), Supervisory Unit (SU), Confidential Employees Association (CEA), and Labor, Trades, and Crafts (LTC) are included in this new evaluation process. This applies to employees with either a six-month or one-year probationary period.

Mid-Probation Evaluation Tasks

The mid-probation evaluation task are launched approximately 30 days before the midpoint of the probation period. For employees with a six-month probationary period, this evaluation covers the first three months (90 days). For those with a one-year probationary period, it covers the first six months (182 days).

Key Points for Mid-Probation Evaluations:

• Mid-probation evaluations do not include planning steps.
• Goals and expectations should be set within 30 days of the employee’s start date.
• The evaluation serves as a check-in to provide feedback and identify needed adjustments.
• Changes to expectations or goals at this stage require an off-cycle Performance Plan or Managing Goals and Expectations.

These evaluations ensure that supervisors can provide timely and constructive feedback, helping employees to adjust and succeed in their roles.

Mid-Probation Evaluation Steps

1. My Employee Accomplishment Statement
2. Supervisor Review, Discussion, and Sign-Off
3. Employee Sign-Off
4. Indirect Supervisor Sign-Off

End of Probation Evaluation Tasks

End of probation evaluation tasks are launched 45 days before the end of the probation period. For a six-month probationary period, this evaluation covers the entire six months (182 days). For a one-year probationary period, it will cover the full year (365 days).

Key Points for End of Probation Evaluations:

• The end of probation tasks must be completed in full before the employee is marked as permanent in IRIS HRM. Failure to complete the evaluation by the time their status is updated in IRIS HRM results in the automatic removal of the end of probation evaluation from AspireAlaska and an off-cycle evaluation will need to be launched by the supervisor.
• These evaluations follow the same steps as off-cycle and annual evaluations.
• They allow for planning and goal setting from the end of probation to the next annual review period.

The end of probation evaluation provides the opportunity for a comprehensive review of the employee's performance and setting the stage for their continued development within the organization.

End of Probation Evaluation Steps

1. My Employee Accomplishment Statement
2. Supervisor Review, Discussion, and Sign-Off
3. My Employee Sign-Off and Performance Planning Step
4. Supervisor Performance Plan Review Only
5. Indirect Supervisor Evaluation Sign-Off

Importance of Timely Evaluations

Supervisors play a crucial role in the success of probationary employees. By paying attention to the probationary evaluations launched from AspireAlaska, you can ensure that employees receive the guidance and support they need to thrive in their roles. These evaluations are vital for acknowledging achievements, addressing any concerns, and setting clear expectations for the future.

We encourage all supervisors to familiarize themselves with the new evaluation process in AspireAlaska. Your cooperation and diligence in carrying out these evaluations will significantly contribute to the overall performance and satisfaction of our workforce.

Thank you for your commitment to excellence and for supporting our probationary employees through this crucial period of their professional journey.

Leadership Corner: Build Trust in the First 10 Seconds

Welcome to The Leadership Corner, your HR Update dose of practical, science-backed insights to help you lead with confidence, clarity, and connection. Each HR Update, we’ll spotlight a quick tip or strategy to strengthen your leadership presence, improve communication, and build trust, whether you're managing a team, mentoring a peer, or simply showing up as a leader in your day-to-day.

This release’s tip? How to ditch the default “How are you?” and spark real connection in the first 10 seconds of any conversation.

Skip “How are you?”

That question triggers autopilot. Instead, ask something that sparks energy and connection. Try:

• “What’s been the highlight of your week?”
• “Any big wins lately?”
• “Working on anything exciting these days?”

Spark Joy, Build Trust

Ask about what people are looking forward to. Try:

• Monday/Tuesday: “Do anything fun over the weekend?”
• Thursday/Friday: “Got anything fun coming up?”
• Holidays: “Looking forward to anything special?”

Respond with Personality

When someone asks you “How are you?”, ditch the default. Try:

• “Running on caffeine and a dream.”
• “Good enough that I remembered to floss.”
• “Hanging in there like a cat on a motivational poster.”

Body Language Speaks First

Open posture, eye contact, and a relaxed stance build instant credibility. On video? Lean in slightly and mirror their energy.

Practice Makes Confident

Try these in low-stakes moments, at the coffee shop, in line for the elevator, or with a neighbor. Small shifts lead to stronger connections.

Leadership isn’t about having all the answers; it’s about creating moments of connection that build trust and inspire others. Whether it’s asking better questions, showing up with warmth, or practicing presence in everyday interactions, small shifts can lead to big impact.

Try one of this month’s tips in your next conversation—you might be surprised by the response. For more information on having positive conversations at work, check out this month’s recommended online class: The science behind dramatically better conversations | Charles Duhigg

And be sure to check out AspireAlaska for even more leadership content!

This content was adapted with the assistance of AI and inspired by the work of Vanessa Van Edwards, author of “Captivate” and “Cues.”

SOA Recruitment and Outreach Booth - Three Days at AFN A Success!

This year’s WPA booth at the Alaska Federation of Natives Convention was a resounding success for the State as an employer organization. The Public Servant Spotlight of employee testimonials (FANTASTIC IDEA!) was deeply meaningful; and the Alaska map, where attendees marked their birthplace or where they grew up in Alaska, was a hit. The convention was held at the Dena'ina Center in Anchorage from October 16 through 18, 2025.

I know I am not alone in saying I was honored to hear countless stories from individuals proudly sharing where they were born or grew up. It was a reminder of the deep connections Alaskans have to their communities. Our WPA booth was in a great corner location next to the Troopers and VPSO booth; and it was heartwarming to witness people approach the Troopers to shake their hands and thank them for their service in rural Alaska. Public service truly matters.

I’m very grateful for the thoughtfulness, care, and hard work that went into planning, setting up, and staffing the outreach and recruitment booth. A huge thank you to the DOP EEO and Workforce Services teams — and a special shout-out to the ER team for stepping in to help staff the booth. Your work made a real impact.

Extra Thanks To:

• Sarah Darling
• Heather Brookes
• Kelley Roberson
• Mercedes Sylva
• Cassie Lingle
• Mauria Gerdeman
• Cathy Robinson
• Tracy Anna Bader
• Crystal Dahle
• Sam Vukasin
• Nathan Kerr
• Sarah Lin Roguska
• Michele Brainard
• Christine
• Jacob Medland from DOA-IT (who at the last minute got the laptop working)
• ALL the employees who went out of their way to give us a testimonial as to why they are public servants

DOP Comings and Goings

Goings

• Ryan Flaherty (Learning & Development)
• Ashley Laurin (Employee Relations)

Comings (New to DOP/Internal Promotions or Transfers*)

• Aimee Devaris (Director)
• Steven North (Classification)