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This process provides guidance for performance management of Officers of Administration (OAs).

Step-by-step guide

Supervisor outlines duties and expectations to employee as part of the onboarding process.
Supervisor alerts FASS HR if there are concerns about an employee's performance, and carefully documents any instances of performance issues.
If the employee will not be completing their Trial Service period due to performance issues, Supervisor notifies FASS HR Director regarding release from Trial Service.

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FASS HR Director schedules meeting with supervisor to assess nature of concerns.
If concern is a civil rights violation, FASS HR Director contacts the Office of Civil Rights Compliance immediately.
If concern is not of a nature that requires discipline, FASS HR Director will advise supervisor to review job expectations with employee, and supervisor will follow up with FASS HR Director with a Letter of Clarification that was sent to employee.
If concern is determined to require disciplinary actions FASS HR Director escalates issue to UHR Employee & Labor Relations (UHR ELR) who will discuss a Performance Improvement Plan (PIP) with supervisor.
PIP may be used following or in coordination with a Letter of Reprimand, which is stored in the employee's personnel file where it will be kept per retention guidelines. Employee has option to sign the Letter of Reprimand.
If PIP is unsuccessful, the supervisor reaches out to FASS HR Director with request for termination.
FASS HR processes termination request per Employee Separation:

Employee

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Info

title	Resources and Links

UHR ELR: University HR Employee and Labor Relations

PIP: Performance Improvement Plan

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