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- Recruiting, Interviewing and Making a Job Offer - *All endowed library units must work closely with Library Human Resources throughout this process. Offers MUST be discussed and approved by Library Human Resources BEFORE being made.
- Checklist for Hiring Supervisors - Formulated to assist hiring supervisors with the procedures for getting a new hire ready to work.
- New Employee Orientation - Library Human Resources will welcome and provide library orientation materials to all new endowed library staff. Regular and , part-time staff hired will be scheduled to attend an onboarding session and benefits-eligible temporary staff must also schedule an appointment with the University Onboarding Center at East Hill PlazaOffice building. This meeting will streamline streamlines much of the paperwork and beginning processes for new employees. Library Human Resources will welcome and provide library orientation materials to all new endowed staff. Orientation is also conducted at the university level to give new hires a broader welcome to the Cornell community.
- Guide to Giving Employee References
- 90 Day Performance Evaluation - A 90-calendar day probationary period is required upon initial employment as a regular, nonexempt, full-time or part-time staff member. Staff returning to work from a break in service, returning to work from a university leave, or temporary staff who are appointed to a regular full-time or part-time position are also impacted. Library Human Resources will communicate with supervisors of endowed employees to ensure that this is process is completed. The intent is to provide positive feedback, reinforce good performance, or identify problems and the need for additional training.
- Performance Management - The performance management process is designed to promote communication between supervisors and staff, improve job understanding, promote more effective job performance and on-the-job staff member development, and provide a basis for salary improvement decisions. Access the various forms.