managing staff academic administrators’ workshop august 24, 2015 mary orton, manager, employee...

Managing Staff

Academic Administrators’ WorkshopAugust 24, 2015

Mary Orton, Manager, Employee RelationsJoanne Roberts, Human Resources Generalist

• WLUSA Overview• Management Rights• Absenteeism• Leave Approvals• Performance Management• Performance Review Process• Questions

Agenda

• All administrative / technical / clerical staff at the Waterloo campus are part of the Wilfrid Laurier University Staff Association (WLUSA), which is part of OSSTF

• All administrative / technical / clerical staff at the Brantford campus are non-union

WLUSA

Don’t give up your rights!• “Operationally feasible”• Establish expectations & reasonable rules (i.e.

vacation, leave approvals)• Be Fair, Reasonable & Consistent

Management Rights

Leaves• Sick Leave

• Medical appointments• Absences greater than 5 working days• Family sick leave

• Personal Leave• Workplace Accommodation• Vacation

Absenteeism

• Standard hours of work are 8:30am – 4:30pm with a one (1) hour unpaid lunch period, unless otherwise stated in the job posting.

• Options for changing the standard work day• Flextime• Compressed Work Week**Must be operationally feasible**

Standard Hours

• After advising you of their intent (i.e. appointment, vacation, bereavement, etc.), every absence must be reported by the employee in LORIS

• Make note of absences to ensure they match the report submitted

• Frequent absences / patterns – talk to HR and your Admin Manager

Leave Approvals

• Regular, constructive feedback should be provided to employees.

• Documentation of meeting notes, emails and notes of performance correction is critical.

Performance Management

Letter of Expectations• Clearly outline the behaviour or lack of performance and

“expected” standard of performance• Improvement period

Progressive Discipline• If required improvements are not achieved, move to progressive

discipline• Verbal warning, confirmed in writing• Written warning• Unpaid suspension• Termination\Note: HR and WLUSA must be involved in formal discipline meetings

Performance Management

• Annual performance review form• Designed to facilitate goal setting and annual performance

review• Results are not subject to the grievance process• Overall rating of needs improvement subject to another review

in 3 months• Opportunity to provide both positive and constructive feedback

• Two reasons why employees are unsuccessful:• Not given appropriate training• Not capable of doing the work

HR and Administrative Managers will support you throughout the performance review process.

Performance Reviews

You are not alone!• Administrative Manager• Human Resources

• Labour Relations / Recruitment• Disability Management / Accommodation

(Cindy Gruhl)• Senior Advisor, Dispute Resolution & Support

(Dawn Ricker)

Resources

Questions?