The Krieger School of Arts and Sciences (KSAS) Human Resources Staff provides support and information to the faculty and staff of KSAS in all matters pertaining to counseling and performance management. Please consult with us for assistance in the areas of performance evaluation and improvement, coaching/mentoring, training, career development, organizational development, and policy interpretation. KSAS Human Resources follows University guidelines for the management of performance based issues.
The Krieger School of Arts & Sciences requires that supervisors manage staff performance and development through the Performance Management process. Evaluation, discussion and feedback ensure clarity of expectations between the staff member and the supervisor, help staff achieve optimal performance, and provide opportunities for development.
As a requirement, within two years of initial employment, it is expected that all new managers and supervisors will complete the JHU Supervisory Training Program established by Johns Hopkins University. This training program consists of seven courses and is designed to provide basic levels of supervisory skills to newly hired faculty or staff or to faculty or staff that were recently promoted into a position where they are responsible for the supervision of others. The supervisory training program is conducted by Human Resources, the Department of Health, Safety and Environment, and the General Counsel’s Office. Participants are expected to complete all courses in order to receive a certificate of program completion. The seven supervisory training courses comprise:
– Success for Supervisors (one day)
– Employment Law for Supervisors (one day)
– Basic Supervision (one day)
– Business Law for Supervisors (4 hours)
– Essentials of Communicating with Tact and Finesse (two days)
– Introduction to Work Safety and Occupational Health (one day)
– Managing Workplace Diversity (one day)
The Introductory Period (120-day Review): Each employee should receive a copy of his/her job description during their employment interview, or during the first week of employment, along with a frank discussion of performance expectations during the first 4 months of employment. During this period, there should be regular meetings with the supervisor at the end of the first 45 days and at 90 days. Concerns about the employee’s performance should be addressed during this period.
The supervisor should provide the employee with a completed Word Document: Staff Introductory Period Evaluation Form and submit the signed original to KSAS HR for the employee’s file at the end of the 120-day introductory period.
Progressive Counseling: Should an employee need improvement in specific areas of conduct or performance, a formal progressive counseling procedure, Performance Improvement or Progressive Discipline, should be formally implemented. These procedures are designed to inform the staff member of areas where performance or conduct is deficient and should provide the staff member tools, including training, and opportunities for improvement. If there are areas of concern that have been previously addressed with the employee and improvement has not been demonstrated within a reasonable amount of time, a formal plan may be necessary. Please contact KSAS HR before proceeding.
Annual Performance Evaluation: Supervisors are responsible for initiating the annual performance review process with staff members. The Office of Human Resources will provide a blank copy of the annual Performance Evaluation form with an explanation of the annual review process and instructions for completion of the form. Employees are encouraged to complete and submit a self-evaluation form to the supervisor by the established deadline so that the supervisor may consider the employee’s perspective when writing the final performance evaluation.
Annual Merit Increases: Merit increases will be processed by the Office of Human Resources. Increases will be determined using KSAS’ guidelines (established annually,) and amounts will be based upon the guidelines, level of performance, and budget restrictions.
- A. General Policy
- B. Standards of Conduct and Performance
- C. Progressive Counseling Procedure
- D. Documentation
- E. Grievance Policy
- F. Supervisor’s Guide to Progressive Counseling and Corrective Action
- G. Manager’s Toolkit