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Your HR Management Team can help you implement a performance management plan and answer questions about staff employee performance evaluations. Evaluation tools and templates are available by contacting your HR Management Team.
Find your Your HR Contact here: (links to an external site)
University Connected Learning (UCL) performance evaluations are completed on a calendar year basis, with plans starting in January and closing in December. Shorter plans segmenting the calendar year into quarters or halves are also allowable if that makes more sense for the situation. The opportunity for employees and supervisors to meet and seriously discuss performance and goals is a key element to ensuring that the UCL staff can all work effectively and collaboratively.
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While we want to see everyone do their best, sometimes things do not work out; failure to meet these standards may result in corrective action. You can see University policy regarding corrective action and termination on the HR website athttps://regulations.utah.edu/human-resources/5-111.php (Links links to an external site).
This commitment goes both ways and if you feel your manager is not meeting these expectations, you are encouraged to meet with HR (or a member of the leadership team if appropriate) to discuss solutions to move forward.
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Code of Conduct & Customer Service (Conduct)
Code of Conduct for Staff: Policy 5-205:(links to an external site).
With Customers (Policy 5-205 linked above)
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Most duties require considerable cooperation and interaction with other UCL employees. Just as with our customers, courtesy in dealing with one another when performing our assigned duties will contribute to job satisfaction and success. UCL staff members must be willing to assist each other in their growth and development. They must be willing to share their expertise to ensure that the department is always improving and contributing to the overall excellence of the University.
Human Resources: Ethical Standards & Code of Conduct(links to an external site)
Employee Problem Solving Regulation (Performance Expectations)
Policy 5-203 ‘Staff Employee Grievances”(links to an external site)
It is your primary responsibility to maintain an efficient operation and ensure that each customer's needs are met and that they are satisfied. To do this we must have the cooperation and support of each UCL staff member. Your supervisor is committed to helping you do a good job. You, in turn, have the responsibility to help them accomplish this task. They are here to provide advice and instruction. Do not hesitate to ask for assistance with work-related problems or concerns. Your supervisor is responsible for treating all their employees with respect, dignity and fairness, and providing the best working conditions.
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Although every effort will be made to resolve problems at the lowest departmental level in an expeditious manner, you have the right to contact the Human Resources Department for guidance, assistance, or informational inquiries at any time. You may also contact the Employee Relations Office to explore your options under University Regulation Library Policy No. 5-203: Staff Employee Grievances and Appeals, which is intended to provide an effective means of ensuring fair treatment for benefitted benefited staff employees seeking to resolve work-related problems or conditions of employment believed to be unfair, inequitable, or a hindrance to effective job performance.
Staff Grievance Procedures: Employee Guidelines(links to an external site)
Remote or Hybrid Work Guidelines (Attendance)
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Telecommuting Plan and Agreement form
Work Reimagined FAQ – - Employee
Work Reimagined FAQ – Supervisor
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Voluntary/Involuntary Termination of Employment
Policy 5-109 Staff Separations(links to an external site)
Separation occurs when an employee is no longer an employee of the University, due to retirement, resignation, job abandonment, or an employee's unavailability.
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Upon separation, benefitted staff members receive a payout for any vacation accrued up to the maximum accrual based upon their exemption status and years of service “Vacation Accrual Table”(links to external site). Sick leave and personal preference days will not be paid out at the end of employment.
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Emergency Contacts
Disability
Veteran Status
Reduced Tuition
Reduced Tuition Program - Policy 5-305(links to an external site)
Eligibility for Reduced Tuition Program - Policy 5-305A(links to an external site)
Full-time employees can enroll in university courses at reduced tuition rates. To be eligible for reduced tuition for yourself as an employee, you must complete six consecutive months of full-time employment (.75 FTE or higher) at the University of Utah. Your supervisor's approval is required for taking classes during scheduled working hours. Except where class attendance has been approved as a training program within the employee's working assignment, the employee must arrange with the supervisor to make up such time. An employee's spouse is eligible after one consecutive year of full-time service and children (unmarried, dependent children under the age of 26) are eligible after three years of consecutive full-time service of the employee. The ‘Reduced Tuition’ form must be completed before the first day of the semester to receive the discount.
Telephone
Policy 4-005, Section III(links to an external site) the University-owned telephone systems and equipment are provided for the conduct of official University business. The use of these facilities for personal business should be kept to a minimum.
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Faculty and staff at the University may be eligible for cell phone reimbursement. Cell Phone Reimbursement Instructions and Form(links to an external site).
To submit an online request, login to CIS (links to external site) and on the Employee tab, locate Employee Self Service Apps section and then click on Cell Phone Reimbursement link.
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