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Building a Culture of Respect training is available for all new employees. CU101 and CU102 are required trainings that must be completed within 30 90 days of the employment start date. Employees are encouraged to complete CU103-CU106 within the first 12 months of employment.
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Disability Accommodation Process
Harassment Protocol (April 2022) and Harassment Protocol Context and Considerations (April 2022)
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Sexual Harassment and AssaultStaff Transfer Policy
Workday - All academics, staff and students employees will record time in Workday.
All benefits-eligible employees will record time away in Workday. Supervisors are responsible for understanding policies related to time off when approving time off requests. Library Human Resources will request that a leave report be submitted annually.
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New Supervisor Orientation Certificate Program - Library employees assuming stepping into a new supervisory role should plan to attend this program. Sessions are held once a week for seven weeks. Please contact Library HR to register.
- Manager's Toolkit - Information designed to assist managers in their recruitment, performance management and leadership responsibilities.
- New Employee Orientation - Library Human Resources will welcome and provide library orientation materials to all new library staff. Regular, part-time and benefits-eligible temporary staff must also schedule an appointment with the University Onboarding Center at East Hill Office building. This meeting streamlines much of the paperwork and beginning processes for new employees.
- 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. All annual performance reviews are conducted in Workday.