EMU Performance Management Programs
The objectives of the EMU Performance Management Program are to:
- Enhance communication between an employee and supervisor. Dialogue between employees and supervisors should be ongoing throughout the year and should include establishing expectations, coaching, guiding, and clarification of the job responsibilities in the context of larger organizational goals.
- Develop employees. An employee’s development may be related to either current, future positions or general skill sets, and should be continuous to ensure that EMU is able to respond to its quickly changing environment.
- Achieve superior continuous quality improvements throughout the organization. The process emphasizes leading and empowering employees rather than controlling and documenting. The form is designed to guide communications regarding performance and development by providing an outline for important discussion points. Employees and supervisors are partners in this discussion.
- University policy and our collective bargaining agreements provide “probationary”, “qualifying” and “break-in” periods for EMU employees. Documented performance evaluations are required within these periods. Thereafter, documented performance evaluations are required ANNUALLY.
- Non-bargained for AP and CC employees are employed under “at will” employment doctrine per EMU policy and therefore do not have a traditionally defined probation period. However, a “progress review” is still required.
- Click on the individual Classifications below for detailed information.
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New Hire Progress Review |
90 |
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New Hire Mid- Probationary Period |
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90 |
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New Hire Probationary period: |
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245 |
180 |
245** |
12 months |
Qualifying Period—Internal: |
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90 |
90 |
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90 |
| Break-In Period: |
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20* |
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| Annual Review |
Fiscal Year 07/01-06/30 |
Fiscal Year 07/01-06/30 |
Date of Hire |
Date of Hire |
Fiscal Year 07/01-06/30 |
| *Working days **eff.09/20/11 |
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