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  • Position Management
    Working conditions Knowledge skills and abilities Standard of Measurement The State Personnel Office prepares a specification sheet on each job classification This sheet includes a brief description of work examples of duties performed and recruitment standards for that particular class The University Human Resources Office uses the specification sheet as a guide in determining the proper classification of a position POSITION CONTROL SYSTEM The Human Resources Office adheres to a strict position control system guided by the provisions of the state Personnel Act Each SHRA Subject to the Human Resources Act position at the University is assigned a position number All supervisors need to know the position classification and position number of all persons working under their supervision Necessary Employee Number In filling out necessary forms on employees the position number should be mentioned because it is the key number in all transactions regarding personnel at the University MAINTAINING THE CLASSIFICATION PLAN Involve Everyone The Office of State Personnel is generally responsible for establishing revising and maintaining the Classification Plan for the entire State government Agency heads may report the need for classification action or the Office of State Personnel may initiate studies of positions to determine that classifications are current While central control of the Classification Plan is retained by the Office of State Personnel the maintenance of the plan at FSU is the responsibility of the Human Resources Office with input from individual employees immediate supervisors and administrators A major responsibility for the classification plan rests with line management administrators and supervisors They are responsible for Determining the duties and responsibilities of positions Assigning individual employees to work and informing them of their assignment Informing employees of their working organization Informing employees of the need for classification action to the Human Resources Office These are integral parts of

    Original URL path: http://www.uncfsu.edu/hr/policies/position-management (2016-02-17)
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  • New Hire
    discuss benefit options Each employee will be notified by letter to inform them of the scheduled date and time of New Employee Orientation All new employees are required to complete orientation Faculty New Faculty Orientation is held in August Benefits Campus State Policies and Procedures Safety and Health and other important information are discussed at this meeting During the orientation employees will receive a Banner number All employees are informed

    Original URL path: http://www.uncfsu.edu/hr/policies/new-hire (2016-02-17)
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  • Out-Processing Procedure
    certain rights protected by Federal legislation Non compliance with such laws can result in costly penalties which is why it is very important to notify the HR Services Office when a member of the faculty or staff is about to terminate the employment relationship The HR Services Office will notify other offices when an employee leaves the University For example Payroll to assure the individual is paid properly Parking Services for collection of outstanding fines and deletion of automotive information from its data systems Facilities Maintenance for proper collection of building office keys Library for collection of literary fines ITS to ensure passwords and other access codes are deleted from the system in a timely manner to guard against system sabotage etc This facilitates a smooth exit and relieves individual departments of the notification process 2 Termination Notification Procedure Upon learning a member of the faculty or staff intends to leave University employment the following actions should occur Who Actions to Take Supervisor 1 Advises terminating employee to immediately contact the HR Services Office for out processing instructions 2 Provides the HR Services Office with the original resignation letter if applicable HR Services Manager 3 Sends email to departments involved

    Original URL path: http://www.uncfsu.edu/hr/policies/out-processing-procedure (2016-02-17)
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  • Americans With Disabilities Act
    intended to enhance and protect the rights of individuals with disabilities in all life activities and to provide clear consistent enforceable standards for addressing discrimination against individuals with disabilities A disability under the ADA is defined as a known physical or mental impairment which substantially limits one or more of an individual s major life activities Resources ADA Complaint Policy and Procedures ADA Compliance Checklist FSU ADA Checklist Copyright Fayetteville

    Original URL path: http://www.uncfsu.edu/hr/policies/ada (2016-02-17)
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  • Performance Management Program
    are written to establish the minimum acceptable level of performance This should provide the motivated employee an opportunity to exceed expectations Performance expectations for classified SPA supervisors and managers must include expectations for the significant tasks of Performance Management and Equal Opportunity Performance expectations are to be established for probationary employees and reviewed at end of the probationary period to determine if the employee will be given permanent status The work plan will be completed signed and dated by the employee supervisor and supervisor s supervisor after which a copy will be given to the employee and the Office of Human Resouyrces for the employee s personnel file 2 An overall performance rating scale of five levels is defined as follows OUTSTANDING PERFORMANCE 5 Performance is far above the defined job expectations The employee consistently does outstanding work regularly going far beyond what is expected of employees in this job Performance that exceeds expectations is due to the effort and skills of the employee Any performance not consistently exceeding expectations is minor or due to events not under the control of the employee VERY GOOD PERFORMANCE 4 Performance meets the defined job expectations and in many instances exceeds job expectations The employee generally is doing a very good job Performance that exceeds expectations is due to the effort and skills of the employee GOOD PERFORMANCE 3 Performance meets the defined job expectations The employee generally performs according to the expectations and is doing a good job The employee is doing the job at the level expected for employees in this position The good performance is due to the employee s own effort and skills BELOW GOOD PERFORMANCE 2 Performance may meet some of the expectations but does not meet the remainder The employee generally is doing the job at minimal level and improvement is needed to fully meet the expectations Performance is less than a good job Lapses in performance are due to the employee s lack of effort or skills UNSATISFACTORY PERFORMANCE 1 Performance generally fails to meet the defined expectations or requires frequent close supervision and or the redoing of work The employee is not doing the job at the level expected for employee in this position Unsuccessful job performance is due to employee s own lack of effort or skills 3 A performance appraisal Performance Management Appraisal Form is completed on every employee annually no less than every 12 months A development plan will be included as part of the performance appraisal In completing the Performance Management Appraisal Form the supervisor is expected to meet with the employee to ensure the accuracy of the primary job responsibilities and significant task performance expectations as recorded on the work plan form The supervisor s evaluation of the individual significant tasks and the overall performance is then completed after which a performance interview is held with the employee The employee is provided an opportunity to comment on the supervisor s evaluation NOTE The Appraisal Form is to be dated and

    Original URL path: http://www.uncfsu.edu/hr/employee-relations/performance-management/performance-management-program (2016-02-17)
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  • Improper Relationships Between Employees and Students
    and punishment of amorous relationships is deemed necessary 1 When the employee is responsible for evaluating or supervising the affected student 2 When the student is a minor as defined by North Carolina law The following policies shall apply to all employees and students of the sixteen constituent institutions A Prohibited Conduct It is misconduct subject to disciplinary action for a University employee incident to any instructional research administrative or other University employment responsibility or authority to evaluate or supervise any enrolled student of the institution with whom he she has an amorous relationship or to whom he she is related by blood law or marriage It is misconduct subject to disciplinary action for a University employee to engage in sexual activity with any enrolled student of the institution other than his her spouse who is a minor below the age of 18 years B Definition of Terms Amorous relationship An amorous relationship exists when without the benefit of marriage two persons as consenting partners a have a sexual union or b engage in a romantic partnering or courtship that may or may not have been consummated sexually Related by blood law or marriage means Parent and child Brother and sister Grandparent and grandchild Aunt and or uncle and niece and or nephew First cousins Step parent and step child Husband and wife Parents in law and children in law Brothers in law and sisters in law Guardian and ward Evaluate or supervise means To assess determine or influence 1 one s academic performance progress or potential or 2 one s entitlement to or eligibility for any institutionally conferred right benefit or opportunity or To oversee manage or direct one s academic or other institutionally prescribed activities C Corrective Action Violations of the provisions of Section A shall be addressed

    Original URL path: http://www.uncfsu.edu/hr/policies/improper-relationships (2016-02-17)
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  • Violence in the Work Place
    been married lived together or dated Property Damage is intentional damage to property which includes property owned by the State employees visitors or vendors Intimidation includes but is not limited to stalking or engaging in actions intended to frighten coerce or induce duress WEAPONS North Carolina law prohibits the possession of weapons on property owned by or under the control of an educational institution The law defines a weapon as a firearm dynamite cartridge bomb grenade mine and or other powerful explosive BB gun air rifle or air pistol bowie knife dirk dagger slingshot leaded cane switchblade blackjack metallic knuckles razor or razor blades except for personal shaving or similar objects not used as a tool of the employee s work The law does not apply to law enforcement personnel employed by the institution or acting in the discharge or their official duties Incidents of the use of excessive force are covered under Public Safety Department Policy APPLICABILITY This policy applies to the FSU campus and all FSU worksites located away from the main campus It is applicable to all EHRA SHRA full time and part time employees with either a permanent probationary trainee time limited or temporary appointment All visitors will be expected to maintain behavior that is pleasant and conducive to productivity Any SHRA employee who engages in workplace violence as previously defined is subject to the Disciplinary Action Suspension and Dismissal Policy of the State of North Carolina EHRA employees are considered at will and as such may be discharged for participating in any acts of workplace violence REPORTING INCIDENTS OF WORKPLACE VIOLENCE All incidents of workplace violence which constitutes violations of the law shall be reported to the Office of Public Safety without delay In addition the State Personnel Act requires that all incidents of workplace

    Original URL path: http://www.uncfsu.edu/hr/policies/violence-in-the-work-place (2016-02-17)
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  • Payroll
    information to be submitted to the Office of the State Controller Payroll Section This includes calculating pay rates preparing all payrolls deductions and changes on transmittals The Payroll Department updates the payroll file sent from the Office of the State Controller into the system prepares documentation and reconciliation reports for medical insurance works with other agencies to collect payments for items such as Child support and delinquent taxes reconciles deposits and disburse funds received from Central Payroll that were deducted from employees checks for various items such as insurance annuities child support and garnishments PAYROLL DIRECTORY DeSharon Kersey Payroll Specialist 910 672 1093 672 1492 fax Seneva Miles Payroll Specialist 910 672 1350 672 1492 fax Pamela Stokes Payroll Supervisor 910 672 1092 672 1492 fax OF INTEREST Payroll Information Payroll Forms Payroll Resources Payroll Org Chart PDF Payroll Overview PDF FAQ PDF Direct Deposit Memo PDF Complete form NC 4 if you Plan to claim North Carolina itemized deductions Plan to claim Federal adjustements to income Complete form NC 4EZ if you Plan to claim the North Carolina standard deduction Plan to claim no tax credit or only the credit for children Prefer not to complete the extended form

    Original URL path: http://www.uncfsu.edu/controller/payroll (2016-02-17)
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