![]() ![]() Please use the HRIS - Report Request Form to request ad-hoc reports from the HRIS team.Please use the HR Systems - Access Request Form to request access for Electronic Personnel Action Forms (EPAFs) and proxy access for employees across multiple systems.Visit the Payroll website for instructional documentation on how to approve your staff Timesheets and Leave Reports in your myTC portal.Auto - Generate Reappointment Letters for Interim.Auto - Generate Reappointment Letters for Course Assistants.Auto - Generate Reappointment Letters for RA/TAs.Auto - Generate Reappointment Letters for Adjuncts.Auto - Generate Reappointment Letters for PT Instructors.Reappt - Year Round, Doctoral Research Fellow.Timesheet, Leave Report Approver, and or Title Updates.Hourly Rate or Labor Update - Work Study.Salary Adjustment - Faculty FT Lecturer.Reinstate Job or Compensation - Salaried & Hourly.Additional Compensation or Job - Salaried.Additional Job or Compensation ePAF - Common Issues Guideįull Guide: Guide to HR Banner Forms & Transactions.Determining a Position Number for a Supplemental Compensation for FT Employee.Determining a Position Number for a Pooled Position for a PT Employee.Position Guidance for Additional Compensation or Job.Intro to ePAFs - Originator & Approvers.Review the Performance Review Process section for additional information. Regular and candid feedback can help create a culture where employees feel comfortable having an open dialog and seeking help and guidance. While it is important to follow the three stages of the process, an equally important part is to continuously check-in with staff and incorporate more informal, ongoing feedback conversations throughout the year. ![]() Having Difficult Conversations - (1h 7m).How to handle poor performers (49m 35s).How to optimally give performance appraisals (3:05).Having a dialogue, not an evaluation (3:02).The third stage is the year-end performance management discussion which is designed to provide clear feedback about the employee performance measured against the set goals.Managing Employee Performance Problems (1:09).Coaching and Developing Employees (1:03).The second stage of the process is the mid-year performance discussion to review progress toward goals, discuss any changes in priorities or support staff may need to achieve their goals.Setting Team and Employee Goals Using SMART Methodology (2:05).Performance Management: Setting Goals and Managing Performance (19:00).This stage should also include the formation of a personal professional development plan. The first stage of the performance management process is setting clear, measurable and achievable goals.Regular and meaningful discussions between supervisors and employees throughout the year lead to stronger performance, better communication and engaged staff. Leaving JHU: Understand our policies and practices for handling resignations, terminations, and reinstatements/rehires.The performance management process at Teachers College includes setting goals and clear expectations, providing meaningful feedback and ongoing coaching, self-assessment by the staff member, and performance discussions mid-year and year-end. School of Medicine manager information: If you’re a School of Medicine manager or supervisor, make sure you’re familiar with special policies, procedures, and guidelines that apply to you. Check out our courses, books, podcasts, TED talks, and tools for effective performance conversations. Performance management: Our performance management process creates dialogue-both verbal and written-between managers or supervisors and employees regarding job performance expectations and results. Salary administration: Start here to better understand our role- and contribution-based classification system, pay policies and practices, and more. Time and absence management: Learn about your role in ensuring the accuracy of time and attendance data, our policies and practices on sick and vacation leave, and the Family Medical Leave Act. ![]() Onboarding toolkit for the hiring manager: Our handbook for anyone hiring direct reports offers guidance that will lay the foundation for success in your new hires’ first 120 days. Whether you’re new to JHU or are moving for the first time into a management or supervisory position, you’ll want to be familiar with the programs, policies, and services that will help you best manage your direct reports.
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