Absence and Timesheet Approval Guides
Amplifying Leadership Resources
Amplifying your leadership skills is an affective way to create a cohesive and supportive team environment. It’s important to know your strengths and learn how to support others through wellness challenges while maintaining your own self-care. Take some time to check out the toolkit resources below.
If you have questions or concerns, do not hesitate to reach out to the Human Resources team for help.
- S-T-O-P and Audit
- Know Your Stress, Convert Your Stress
- Unpack Your Emotional Baggage
- Practice Self-Care
- Set Healthy Boundaries
- Recruit an Accountability Partner
- Find Your Happy
- Help Others
- Communication Tactics with Key Leaders
- Communication Tactics to Provide Clarity
- Supporting Employees in Managing Stress
- Adjusting Internal Expectations
- Supporting Employees Work From Home Experience
- Resources for Managers to Support Their Teams
- Maintaining & Building Trust in Frantic Times
- Supporting Healthy Social Connection
- Planning Forward
Performance evaluations are an important responsibility of all supervisors on campus. When an a University Staff member is hired, supervisors must conduct a performance review both three and six months after the employee starts working. It is recommended that a three and six month performance evaluation occur for Academic staff as well. Performance evaluations must occur for all employees on an annual basis, thereafter.
- Probationary Period Performance Evaluation Form – Use this form to complete the 3- and 6-month probationary evaluation for newly hired University Staff appointments.
- Annual Performance Evaluation for Faculty, Limited, Professional Academic Staff and University Staff – Please review the ePerformance website for more information about completing an annual evaluation in the ePerformance system.
- Annual Performance Evaluation for Instructional Academic Staff – Please contact the Dean’s office to receive guidance on how to complete IAS performance evaluations.
- Performance Evaluation Guide – Please review these guidelines for employees/managers regarding the performance evaluation process.
Adding a new employee to your team is an exciting time and we are here to help by providing you with the necessary tips and resources throughout your search to ensure your recruitment runs as smoothly as possible.
To view helpful information revolving around the recruitment process and how to get started, click here.
There are two types of reference checks that are conducted on our campus, professional and conduct:
A professional reference check is when we reach out to gather more information about a potential candidate for one of our recruitments and/or when a potential employer reaches out regarding a current or former employee. This check is used to verify key employment and educational information and to learn more about a candidate’s background, experiences, and skills.
A conduct reference check is required per UW System policy and is used to gather any information regarding sexual violence and sexual harassment. The Office of Human Resources in collaboration with UW Shared Services is responsible for conducting this check.
I am a supervisor and I was contacted by a potential employer for a reference check regarding a current or former employee. How should I respond? Please proceed to answer their questions to the best of your ability and/or comfort level. Per UW System policy, you must also notify the potential employer of the appropriate UW System institution contact for any questions regarding employee misconduct (including any violation of sexual violence or sexual harassment policies), even if the potential employer does not specifically ask. The appropriate UW System institution contact must disclose whether the employee has ever been found to have engaged in, is currently under investigation for, or left during an active investigation in which they were accused of sexual violence or sexual harassment. Please use the following statement when in these situations:
“All questions related to employee misconduct including sexual misconduct are addressed only by our human resources department, which can be contacted by email at email@example.com. This isn’t meant to imply that this candidate has committed any misconduct but is something we are required by policy to tell all potential employers.”
Hiring Student Employees
Thank you for your interest in hiring student employees! Providing an opportunity for students to work on campus offers benefits for both the student and departments. The student is able to learn valuable work skills to be successful when they enter the workforce after graduation. Please be sure to reference the Student Hiring Reference Guide below for all information related to hiring a student employee.
Student Hiring Reference Guide – This is a one-stop-shop for information/processes related to hiring student employees. Note that there is an interactive table of contents for quick referencing.
Hiring Paperwork – students that have never worked on campus before are required to complete all hiring paperwork prior to starting employment.
Employing Unit Coordinators (EUC) – EUCs are staff across campus that support the management of hiring and updating student employee jobs. Supervisors should work closely with office support staff/EUCs to ensure appropriate job information such as dates of service, hourly pay rates and funding is timely updated. The departmental office support staff may also be the EUC for your department. If they are not they should able to direct you appropriately.
Credit Enrollment Requirement
Though we have a standard credit enrollment requirement to hire students on campus, each division/department may have separate expectations, including but not limited to, GPA requirements. Please check with your division/department for any additional requirements.
Fall/Spring Terms: Must be enrolled at least half-time (6 credits undergraduate; 4.5 graduate)
Summer Session: Must be enrolled 3.0 credits OR enrolled at least half-time in upcoming Fall term
Hours Eligible to Work Guidelines
All student employees, excluding international students, are eligible to work a maximum of 25 hours per week between all jobs within the Fall and Spring academic terms. There are periods where students may work more hours; however, it is restricted.
Please refer to the work eligibility schedule found on the Student Employees webpage for details (https://uwosh.edu/hr/current-employees/student-employees).
International Students can work a maximum of 20 hours per week while classes are in session due to VISA requirements. If they work more they could be at risk of being sent back to their home country.
Supervisors are responsible for ensuring students are not going over the required hours limitations. If the student has more than one campus job, he/she and the supervisors must coordinate the total hours working per week between departments. Total hours per week include all jobs together.
Worker's Compensation/Injury at Work
For a step-by-step guide for working through the injury at work/worker’s compensation process, click here.
Review the separation checklist on the departing employee’s page. Information revolving around the retirement process is also provided.
Training & Development
For supervisor training and development opportunities and resources, visit the Employee Training page.
For information about the tuition reimbursement process at UW Oshkosh, click here.