College HR takes a broad perspective on Staff/Employee Relations and provides information, advice, and solutions that pertain to building and managing good relationships between supervisors and employees; change management; employee awards and recognition; performance evaluation; as well as on workplace conflict, discipline and misconduct.
The areas we cover include, but are not limited to, employment policies and procedures, employee performance, awards, promotions, grievances, and all other regulatory and disciplinary workplace issues.
- College Disciplinary Process
- Performance Evaluation and Management
- Service Award
- Exit Interviews
- Employee Relations Resources
- Leaves of Absence
- Helpful Resources
Information for Supervisors
College HR recommends that supervisors maintain open and clear communication with their employees and invest in building good working relationships in their departments/units. In the Employee Relations Resources part of this section, we have provided some strategies to create and maintain a good work environment within the department/unit that you may be able to implement.
Information and advice is available to supervisors throughout the year on how to address employee performance issues or potential misconduct. IMPT: Any employee relations issues such as corrective discipline or reorganization or reduction in staff should be discussed with College HR before any action is taken.
Please bring such matters to the attention of College HR by either calling or emailing Joel Tingle at email@example.com or 404.727.0630, or Laura Papotto at firstname.lastname@example.org or 404.727.0653. They are available to listen, advice and help develop workable solutions in accordance with university policies and other considerations.
Assistance is also available through the Faculty Staff Assistance Program (FSAP)
HR policies covering various areas of corrective discipline including corrective discipline policy, disciplinary action report, separations policy, and the supervisor¿s checklist can be found on Central HR¿s Corrective Discipline site.
You may also discuss any matters that arise with Kathryn Wynes, the Employee Relations Manager at email@example.com or 404-712-8873.
Information for Employees
Information and advice is available to employees on policies and procedures, grievances, harassment, how to improve performance and any other issues.
Often poor or infrequent communication, misunderstanding, and not raising an issue in a timely manner can lead to a negative employee relations issue. You are encouraged to have direct conversations with your supervisor regarding any current or potential problems or questions. If you do not feel comfortable contacting your immediate supervisor, feel free to contact College HR (Joel Tingle or Denese Jester), or the Employee Relations Manager.
Chairs and Academic Department Administrator or Lead Staff are responsible for the performance management and evaluation process in the department. Chairs are responsible for evaluating staff they directly supervise, and for overseeing the evaluation of all department staff by the lead staff member.
The performance evaluation process presents an opportunity to clarify expectations of employees and communicate any concerns as well as praise. It is comprised of performance evaluation and SMART Goals development (part of Performance Management). Instructions for completing Performance Evaluations and making merit recommendations are sent to the Chairs during April of every year from the College.
Emory College Staff Self-Evaluation (for Employees)
The College strongly encourages the use of the Emory College Staff Self-Evaluation Form. Using the form allows employees to submit their accomplishments and training needs to supervisors. This is the first step in the performance evaluation process.
Emory College Performance Evaluation Form (for Supervisors)
Chairs and supervisors are required to complete the Emory College Performance Evaluation Form for the employees they supervise. The form is intended to facilitate in-depth evaluation through the inclusion of ratings for individual descriptors within each performance factor.
Supervisors will need to rely on the employee's job description, the previous year's SMART Goals and the information the employee provides in the Emory College Staff Self-Evaluation Worksheet to complete the Performance Evaluation Form.
Evaluations are typically due in May every year.
At the time of the evaluation, College HR recommends that you take the time to review the specifics of individual job descriptions to ensure that both employee and employer are clear on the scope of job duty expectations for the coming year.
Performance evaluations are the basis for chairs and supervisors to make salary and promotional recommendations on the Staff Salary Budget Worksheet sent out with the Performance Evaluation packet.
Performance Management: Setting Goals for the Year
The College believes that performance evaluation is not a one-time activity; rather, throughout the year, employees and supervisors can play an active role in performance management. Performance management can be initiated at the end of the previous academic year by setting goals for the upcoming year.
Employee goals may be based on Supervisor's Goals for the coming year. Supervisor and employee goals must come out of the department's plans for the upcoming year.
The College has developed Emory College SMART Goals Guidelines and Examples and an Emory College SMART Goals Worksheet to assist with the annual development of 2-3 work-related goals.
Goals for the following year are created at the end of each academic year.
It is possible that individual goals may shift and change over the course of the year as department priorities shift and change. A mid-academic year review of the goals is highly recommended.
College HR encourages all Chairs and Supervisors to nominate deserving staff to University-wide and College-specific awards.
(i) Award of Distinction
This university-wide award is intended to recognize Emory employees for their contributions to the university. All regular, full- and part-time staff who have been employed for at least a year are eligible to be nominated for this award.
Nomination categories and forms are available on the web at the Award of Distinction Page.
Only chairs/ directors may nominate employees for this award. The award is given annually, and the deadline for receiving nominations typically falls in January every year.
For further information, please contact Joel Tingle in the College Office at firstname.lastname@example.org or 404 727 0630 or Del King, Senior Director, Human Resources, at email@example.com or 404 727 7567.
(ii) Employee of the Year
This college-wide award is designed to recognize an employee for outstanding contribution to Emory College. Any current college staff with 24 months of continuous service is eligible to be nominated for this award.
The employee is selected based on job performance, interpersonal skills, and service to the Emory Community. Nomination criteria and forms are available on the College Staff Consortium page.
Any member of the Emory community¿Chair, faculty, staff, or students¿may nominate candidates for this award. The award is given annually, and the deadline for receiving nominations typically falls during March of every year.
For further information, please contact Joel Tingle in the College Office at firstname.lastname@example.org or 404 727 0630.
(iii) Emory College Service Awards
In 2006, Emory College instituted the Emory College Service Awards to be presented each year in recognition of College employees who complete milestone years of service (multiples of 5 years) at Emory University.
The Service Awards were instituted in 2006, and employees will receive awards for milestone years reached during and after 2006.
In an annual event held at the end of the summer each year, the Dean of the College publicly recognizes service milestone recipients. All College staff and faculty are invited to the event.
Recipients are determined according to reports received from central HR.
- List of 2005-06 Recipients (PDF)
- List of 2006-07 Recipients (PDF)
- List of 2007-08 Recipients (PDF)
- List of 2008-09 Recipients (PDF)
- 2009 Service Award Pictures
College HR conducts Exit Interviews with employees who are separating from the College in order to gain an insight into various aspects of their employment experience at the College.
Through the interviews, College HR aims to explore what works, and what could be improved with regard to the College¿s basic operations, systems, workload, management, and supervision. The information will be analyzed to identify areas for improvement; to develop ways to increase job satisfaction among existing employees; and to create retention strategies.
Exit Interviews are typically conducted in person. Where an in-person interview is not possible, the exiting employee will be provided the opportunity to fill out the Exit Interview Questionnaire in writing and submit it to College HR by emailing it to email@example.com. For clarification you may email Joel or call him at 404 727 0630.
The paperwork process for staff leaves of absence must be initiated in the department by the Academic Department Administrator or Lead Staff or HR representative. Any questions concerning the process can be directed at the College Office.
Supervisors can use this Leave Checklist to determine appropriate leave paperwork.
- Policies: Please refer to the Leaves of Absence page on the HR Employee's Toolkit for policies governing leave.
For information on accrual of vacation-related benefits, please look under Vacation, Sick Leave, and Time Away.
College HR periodically commissions reports and convenes committees to develop resources for staff and supervisors to assist department operations and help create a healthy and supportive work environment.
(i) Best Practices in Department Administration
During the Summer of 2006, the College Office created a committee comprised of Academic Department Administrator or Lead Staff from a cross-section of departments that included the humanities, sciences and social sciences to discuss core responsibilities of department staff. The focus of discussions soon shifted from defining responsibilities to evaluating best practices in department operations. We have developed a document based on the recommendations of the committee as practices that can help create an open, efficient and supportive work environment within department/program offices.
The document may be downloaded by clicking on the link below.
(ii) Ideas for Recognizing and Rewarding Staff
- Coming soon
- Faculty Staff Assistance Program (FSAP)
- Corrective Discipline
- Emory College Staff Self-Evaluation
- Performance Evaluation Form
- Emory College SMART Goals Worksheet
- Award of Distinction
- Employee of the Year Award
- Leave Checklist
- Alternative Work Arrangements
- Corrective Discipline
- Family Medical Leave (FMLA)
- FSAP Referrals
- HR Policies Manual
- Leaves of Absence
- Maintaining Employee Data (Retentions)
- Organizational Development
- Reorganization/Reduction in Force