As with any on-site positions, it is important to set expectations up front for performance and availability. Managing performance for remote or hybrid employees is, in many ways, the same as for ...

Corrective action may be taken when an employee's performance does not meet the expectations of the position. The performance improvement and corrective action process is typically progressive; ...

This policy identifies the proactive and progressive actions a supervisor may take when a Professional Staff Member’s performance, attendance, or behavior is unsatisfactory (e.g., does not meet the ...

How to foster productive supervisor-supervisee relationships and address challenges when they arise The relationship between ...

Be proactive – ask for coaching and feedback to clarify your supervisor’s expectations. Utilize feedback provided. Together set performance goals (SMART goals), employee development opportunities ...

Occasional Use Flexibility must be documented in an email between the employee and supervisor. The email should address the dates/times of the work days and outline clear expectations about tasks, ...

UHR staff assists in coordinating these sessions. Counseling should be initiated by the supervisor immediately upon recognizing inadequate performance or the inability to meet performance expectations ...

The supervisor will document that meeting took place ... what happens if I improve some areas, but not all? Employees are expected to meet all expectations in their position description. If there is ...

The letter of reprimand process is used to formally address and document performance concerns and corresponding expectations for classified staff and university staff; typically initiated if standard ...