Employee Management

The Employee and Labor Relations Office assist 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 Employee and Labor Relations 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 him or her meet the outlined expectations. 

The Employee and Labor Relations Office is available to consult with you regarding your questions regarding the appropriate steps to take when addressing employee performance problems.  The Employee and Labor Relations Office may be involved in advising both the employee and management in any of the processes below. 

  1. P&S Performance Management Program Glossary
  2. P&S Performance Management Program Guidelines for Supervisors
  3. P&S Performance Management Program
  4. P&S Frequently Asked Questions for Supervisors

Salary Adjustment Policy

 

Performance Appraisal (Annual Review)

Performance Appraisal Forms
     Sample 1
     Sample 2

Behavioral Observations of Poor Performance

  1. Measuring and Assessing Performance
  2. Outline for Conducting an Effective Performance Review

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.

Telecommuting

Telecommuting Frequently Asked Questions for Supervisors

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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. 

The Employee and Labor Relations Office is available to consult with you regarding your questions regarding the appropriate steps to take when addressing employee performance problems.  The Employee and Labor Relations Office 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 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)

An employee should at a minimum receive an annual review of their performance.

Performance Management Resources:

 

Performance Improvement Plans (PIP)

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 - Coming Soon!

Merit Performance Management Roles and Responsibilities

Performance Management Guidelines for Merit Supervisors

Merit Performance Evaluation Supervisor Checklist

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Policy Statement

Resignations should be submitted as early as possible. To resign in good standing merit employees must notify the employing department of their intention to resign in writing at least ten working days prior to the effective date of resignation, except in cases where the employing department agrees to a shorter period of notice. Resignations of B-base employees will normally be effective as of May 15 of the current academic year. For persons on the summer session budget, the resignation date should be July 31.

Resignation date is the last date worked. Resignation cannot be extended by using vacation at the end of an appointment. Exceptions to this policy must be approved by University Human Resources. Upon terminating employment with the university, separating employees must take action to assure that all obligations to the university have been fulfilled prior to departure.

In case of death of an appointed staff member, the Benefits Office should be notified by phone on the first working day after the death is known. If the deceased was appointed to a budgeted position, the university will pay to the estate the salary of the deceased to the end of the month in which the death occurred or amount of accrued vacation, whichever is greater.

Separation Checklist for Departments

Separation Checklist for Employees

 


 

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