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Staff Relations


College HR takes a broad perspective on Staff/Employee Relations and provides information, advice, and solutions that pertain to building and managing good relationships between supervisors and employees; change management; employee awards and recognition; performance evaluation; as well as on workplace conflict, discipline and misconduct.

The areas we cover include, but are not limited to, employment policies and procedures, employee performance, awards, promotions, grievances, and all other regulatory and disciplinary workplace issues.

College HR recommends that supervisors maintain open and clear communication with their employees and invest in building good working relationships in their departments/ units. In the Employee Relations Resources part of this section, we have provided some strategies to create and maintain a good work environment within the department/unit that you may be able to implement.

Information and advice is available to supervisors throughout the year on how to address employee performance issues or potential misconduct. Important: Any employee relations issues such as corrective discipline or reorganization or reduction in staff should be discussed with College HR before any action is taken.

Please bring such matters to the attention of College HR by either calling or emailing Joel Tingle at joel.tingle@emory.edu or 404-727-0630, or Laura Papotto at laura.papotto@emory.edu or 404-727-0653. They are available to listen, advise and help develop workable solutions in accordance with university policies and other considerations.

Assistance is also available through the Faculty Staff Assistance Program (FSAP).

HR policies covering employee relations including progressive discipline and terminations of employment can be found at Emory University Employee Relations.

You may also discuss any matters that arise with central Employee Relations (404-712-8873).

Information and advice is available to employees on policies and procedures, grievances, harassment, how to improve performance and any other issues.

Often poor or infrequent communication, misunderstanding, and not raising an issue in a timely manner can lead to a negative employee relations issue. You are encouraged to have direct conversations with your supervisor regarding any current or potential problems or questions. If you do not feel comfortable contacting your immediate supervisor, please contact Emory College HR or Emory University Employee Relations (404-712-8873).

Chairs and Academic Department Administrators or Lead Staff are responsible for the performance management and evaluation process in the department. Chairs are responsible for evaluating staff they directly supervise and for overseeing the evaluation of all department staff by the lead staff member.

The performance evaluation process presents an opportunity to clarify expectations of employees and communicate any concerns as well as praise. Instructions for completing performance evaluations are sent to Chairs and department/program lead staff during April of every year from the College.

Additional information regarding the performance management process including information on performance competencies, performance ratings, forms, tips and training, can be found at the Emory University HR, Performance Management page.

As part of the online performance management process, staff employees complete an online self-evaluation form that mimicks the supervisor appraised form. This is the first step in the performance evaluation process. An access promt is sent to employees automatically each year when College HR "lunches" electronically the performance management proccss. Usually around April 10th.

Chairs and supervisors are required to complete the online performance evaluation form for the employees they supervise. The form is intended to facilitate in-depth evaluation through the inclusion of performance ratings while assessing individual core competencies.

Supervisors will need to rely on the employee's job description, the previous year's Goals and the information the employee provides in the Emory College Staff Self-Evaluation form to complete the Performance Evaluation Form.

Performance Competencies

Staff evaluations are typically due by June 1 every year.

Mid-Year and Annual Performance Evaluation Forms

At the time of the evaluation, College HR recommends that you take the time to review the specifics of individual job descriptions to ensure that both employee and employer are clear on the scope of job duty expectations for the coming year.

The College believes that performance evaluation is not a one-time activity; rather, throughout the year, employees and supervisors can play an active role in performance management. Performance management can be initiated at the end of the previous academic year by setting goals for the upcoming year.

Employee goals may be based on Supervisor's Goals for the coming year. Supervisor and employee goals should be developed from the department's plan for the upcoming year.

It is possible that individual goals may shift and change over the course of the year as department priorities shift and change. A mid-academic year review of the goals is highly recommended.

College HR conducts Exit Interviews with employees who are separating from the College in order to gain an insight into various aspects of their employment experience at the College.

Through the interviews, College HR aims to explore what works, and what could be improved with regard to the College's basic operations, systems, workload, management, and supervision. The information will be analyzed to identify areas for improvement; to develop ways to increase job satisfaction among existing employees; and to create retention strategies.

Exit Interviews are typically conducted in person. When an in-person interview is not possible, the exiting employee will be provided the opportunity to fill out the Exit Interview Questionnaire in writing and submit it to College HR by emailing your HR Associate.

The documentations process for staff leaves of absence, specifically FMLA and Personal leave, must be initiated in the department by the Academic Department Administrator or Lead Staff. Any questions concerning the process can be directed to your department's Emory College HR Associate. Find your department’s HR support contact at HR Support Contact List.

For additional policy information on FMLA, personal and other type of leave, including sick and vacation, please visit Leaves of Absence.