Policies all Supervisors should be familiar with:
Time Away From Work (includes Vacation, Holiday Time, Sick Leave, Health Care and Personal Leaves, Catastrophic Leave Donation, Funeral Leave, Jury Duty/Court Appearance, Voting Time, Military Leaves of Absence and Military Leave Policy Amendments, Volunteer Firefighter and Emergency Medical Technician Leave)
Flexibility in the Workplace - Please contact Library Human Resources if you would like additional information.
Kronos - All non-exempt hourly, staff and students record time in kronos. Supervisors and payreps should always use the FULL/JAVA version. It is recommended that all employees who are using desktop-supported computers use the FULL/JAVA version too, as it has much better functionality. The kronos guides highlight the responsibilities for students, staff, supervisors and payreps. Upon completion of each section you will understand the process involved with collecting time, learn about in/out tabs and leave balance tabs, correction tabs and how to approve time.
Leave Accrual System for Exempt and Academic Employees - All exempt and academic employees record time away in the Exempt Leave Accrual System. Supervisors have the ability to access leave information for their staff. Library Human Resources will request that a leave report be submitted annually.
- Well-Being at Work
- Recognizing and Responding to Students in Distress - A University Handbook
CU's Expectations for Supervisors - Supervisors are agents of the University in their relationships with staff, faculty, students, alumni, and the general public; they are responsible for maintaining the highest standards of the University in those relationships.
New Supervisor Orientation Certificate Program - Library employees assuming 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.
- Recruiting, Interviewing and Making a Job Offer - *All endowed 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 staff. Non-academic regular and part-time staff hired after March 2011 will be scheduled to attend an onboarding session at East Hill Plaza. This meeting will streamline much of the paperwork and beginning processes for new employees.Academic and temporary employees will be incorporated into onboarding procedures at a later date. Orientation is also conducted at the university level to give new hires a broader welcome to the Cornell community.
- Guide to Giving Employee References
- Faculty and Staff Assistance Program (FSAP) - Formerly known as The Employee Assistance Program (EAP), the Faculty and Staff Assistance Program (FSAP) offers free, confidential, professional counseling and consultation services by telephone or in person. All Cornell University benefits-eligible faculty, staff and their dependents are eligible to participate in this program.
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.