Employment Policies and Opportunities

Employment Home

Orientation
Benefits:  The Department of Human Resources will provide a benefit package orientation to all new staff. The employee or supervisor may call to schedule a time. It is preferred that the orientation be conducted during the first week of employment to allow the employee adequate time in which to make their benefit choices. The Human Resource staff will also cover polices with all Managerial/Professional and Office/Service staff at this time.

Department:  The Department is responsible for orientating faculty and staff to their area and duties. The Department is also responsible for completing the appropriate payroll paperwork.

Campus:  The Department or a campus mentor/volunteer will normally provide new faculty and staff with an orientation to the campus including a campus tour.

Probationary Periods
There are two different types of probation to which an employee may be subject.

Initial Probationary Period:   All Office/Service employees new to the University of Nebraska at Kearney are subject to a 180-day initial probationary period. Management/Professional employees may be subject to an initial probation upon supervisor's request. This period of time is part of the employee selection process. It is a time for both newly hired employees and their supervisors to determine the employee's suitability to the job. An employee's initial probationary period may be extended to a maximum of twelve months if the supervisor:
 

  1. Submits a written request for an extension to the Director of Human Resources, and
  2. Completes the evaluation form sent to the supervisor by the Human Resources Office. Evaluations are automatically sent to the supervisor by the Human Resources Office near the end of the employee's first six months on the job; supervisors may request evaluations be sent out earlier.

An employee may be dismissed during the initial probationary period for any reason except illegal discrimination. Employees serving an initial probationary period are not eligible to apply for vacant University positions outside their own departments without the approval of the Director of Human Resources.

Disciplinary Probationary Period:  Any Office/Service or Managerial/ Professional employee who fails to satisfactorily perform the duties and responsibilities of his or her position or to comply with University policies, procedures, and regulations may be subject to disciplinary probation. Supervisors may place an employee on disciplinary probation for up to 180 days with the approval of the Director of Human Resources. Employees on disciplinary probation status are not eligible for pay increases and may be dismissed for any reason except illegal discrimination.

Training
UNK offers a variety of training programs throughout the year including safety, computer, professional development, health and wellness, and many more. The training schedule is not predetermined each year but training sessions are normally announced via the UNK All Subscribers e-mail and through campus mailings.

Mentoring
The Staff Senate group is responsible for developing and maintaining a mentoring program for all Office, Service and Managerial/Professional Staff. The purpose of the program is to help new staff become acquainted with UNK and have a person to assist them with general questions about the campus. More information can be found on the Mentoring Page of Staff Senate.

Faculty should contact their Department Chair or Dean for information on what is available to faculty.

Evaluations Employee performance evaluations are designed to provide a channel of communication between the supervisor and the employee. The evaluations help the employee understand what the immediate supervisor expects, as well as giving the employee a means of measuring how well his or her performance has met those expectations.

Managerial/Professional employees are evaluated each year around May 1. Supervisors of Managerial/Professional employees may elect to use the evaluation forms provided by Human Resources or may devise their own evaluation forms.

A performance evaluation is completed on each Office/Service employee when the 180-day initial probationary period is completed; additional performance evaluations are made each year thereafter on each regular full-time and regular part-time employee usually around May 1.

Performance evaluations may also be used on occasions when the supervisor wishes to record specific instances of noteworthy performance--either favorable or unfavorable.

After completing the evaluation, the immediate supervisor and employee will discuss the performance evaluation, reviewing the employee's strengths and weaknesses. The employee should sign the evaluation. The signature merely indicates that the employee has read the evaluation; it does not necessarily mean that the employee agrees with the evaluation. If an employee feels he or she was evaluated unfairly, he or she should notify the Human Resources Office in writing. The performance evaluation becomes a permanent part of the employee's personnel file in Human Resources.

Supervisors are expected to complete evaluations in a timely manner. Evaluations may be used to decide any number of personnel actions (e.g., promotions, demotions, salary increases,) so it is important that the evaluations accurately reflect the employee's job performance.

Promotions The University's policy on promotion and transfer is one of filling current job vacancies with qualified people from within the organization whenever possible. These promotions are based upon qualifications, dependability, and merit. Vacant positions are advertised through the campus e-mail system and posted on bulletin boards at: Founders Hall, Human Resources, Affirmative Action, Career Services, the Library, Facilities, Residential and Greek Life, and the Nebraskan. If you are interested in applying for any vacancy, eligible employees must contact the Human Resources Office for Office/Service positions or the appropriate search committee chair for all other positions.

If an employee is promoted or reclassified to a higher salary grade, they will receive a minimum of 5 percent pay increase. The new salary must be within the established range for the new salary grade.

Transfers If an employee is transferred to a position of the same class or to a class of the same salary grade, they will not receive an increase in salary as a result of the transfer.

If an employee is transferred to a position of a lower salary grade for other than at the request of the University, they may be required to take a pay reduction up to 5 percent.

If the employee's position is reclassified to a lower salary grade, they will not receive a reduction of pay.

Demotions If an employee is transferred to a position of a lower salary grade other than at the request of the University, they may be required to take a pay reduction up to 5 percent or accept the minimum regular rate depending on the budget of the department for the position.