This manual was designed by Labor Relations and Policy Development to provide information that supervisors will find helpful in administering daily responsibilities. It is comprised of frequently addressed issues regarding the daily management of staff. As a supervisor, one of your responsibilities is administration of the union contracts, Board of Trustees Rules and/or Human Resources Policies & Procedures. It is imperative that the classification/representation status of the employee be considered for application of the appropriate rules. Following each header are the links to policies, rules and union contract language for specific classification/representation.
Probationary Period Expand
During the probationary period, an employee shall receive regular feedback from the supervisor and the person training him/her. Guidelines for probationary period and evaluations follow.
- AFSCME Represented Employees
- IUOE Represented Employees
- ONA Represented Employees
- SEIU Represented Employees
- Classified Unrepresented Employees – BOT Rule 3361:30-25-01 and HR Policy 18-01
- Unclassified, unrepresented staff does not serve a probationary period. They are at will employees who serve at the pleasure of the Board of Trustees.
Performance Evaluations Expand
Daily feedback from supervision is vital to a good working relationship. Subordinates look to management for guidance, direction, training and encouragement. Following are the provisions for the formal evaluation process.
Performance Management Expand
Performance Management tips and tools are designed to help supervisors better manage employee performance. If you have any questions or need further assistance, please call Labor Relations and Policy Development at 515-556-6372 or Human Resources Business Partners at 513-556-6381.
Performance Management Toolkit
Corrective Actions Expand
Except in the case of an offense justifying the immediate removal of an employee, the University of Cincinnati promotes the philosophy of progressive discipline that provides the employee the opportunity to understand a problem and the corrective action necessary to improve identified deficiencies. Corrective action is meant to be corrective and not punitive.
Grievance Procedures Expand
Should an employee decide to file a grievance, the procedures for the grievance processes are outlined below.
Employees are provided leave for various reasons. Some leaves are paid leaves and others are unpaid leaves. An employee who is on sick leave for a period of 5 days or more and who is eligible for Family Medical Leave should receive a notice of provisional designation of leave as Family Medical Leave contingent upon certification. Please contact the Human Resources Department at 513-556-6381 for assistance.