The Employee and Labor Relations Office assists with individual questions, conflicts, and issues that arise in the workplace. We work closely with administrators, managers, and human resource professionals to understand the unique needs and objectives of the colleges and units they serve. ER/LR staff advise and interpret policies, procedures, labor contracts, and key federal and state regulations. The ER/LR staff may be involved in advising both the employee and management.
Professional and Scientific (P&S)
Performance Management
The purpose of Performance Management is to help the employee be successful in his or her position. When an employee fails to meet the expectations that have been outlined, it is important that management progressively counsel the employee to help the meet the outlined expectations.
UHR Employee and Labor Relations staff, along with your HR Delivery Team, are available to consult with you regarding the appropriate steps to take when addressing employee performance issues. UHR may be involved in advising both the employee and management in any of the processes below
- P&S Performance Management Program Guidelines for Supervisors
- P&S Performance Management Program
- Performance Review Process for P&S
Performance Appraisal Forms
Sample 1
Sample 2
Behavioral Observations of Poor Performance
Performance Improvement Plans
Performance Improvement Plans are often used to monitor a staff member's performance toward the expectations of the position requirements.
Template of Performance Improvement Plan
Non-Disciplinary
It is recommended that management counsel employees when a pattern of poor performance/behavior is observed.
Summary Dismissal
The P&S Summary Dismissal policy allows a supervisor to engage and implement involuntary termination proceedings when appropriate, while also assuring due process for the employee.
P&S Procedures for Appealing a Summary Dismissal Decision
P&S Procedures for Requesting an Approval Summary Dismissal
In addition to the items outlined above, it may also be necessary to issue an employee a written reprimand or unpaid suspension for behaviors or performance that are more severe in nature but do not reach the Summary Dismissal criteria. Before issuing, please consult with the Employee and Labor Relations Office.
Flexible Work Arrangements
Merit
Dealing with Performance Problems
The purpose of Performance Management is to help the employee be successful in his or her position. When an employee fails to meet the expectations that have been outlined, it is important that management progressively counsel the employee to help him or her meet the outlined expectations.
UHR Employee and Labor Relations staff, along with your HR Delivery team, are available to consult with you regarding your questions regarding the appropriate steps to take when addressing employee performance problems. UHR may be involved in advising both the employee and management in any of the processes below.
Non-Disciplinary
It is recommended that management counsel employees when a pattern of poor performance/behavior is observed.
Disciplinary
The process for taking disciplinary action for Merit Staff members is outlined in the Merit System Rules. It typically follows a progressive path such as Written Warning followed by Unpaid Suspensions that increase in days before reaching termination.
Performance Appraisal (Annual Review)
Merit Performance Review Guidance
An employee should, at a minimum, receive an annual review of their performance.