The Krieger School of Arts and Sciences (KSAS) Human Resources
Staff provides support and information to the faculty and
staff of KSAS in all matters pertaining to counseling and performance
management. Please consult with us for assistance in the areas of
performance evaluation and improvement, coaching/mentoring, training,
career development, organizational development, and policy interpretation.
KSAS Human Resources follows University guidelines for the management
of performance based issues.
The Krieger School of Arts & Sciences requires that supervisors
manage staff performance and development through the Performance
Management process. Evaluation, discussion and feedback ensure clarity
of expectations between the staff member and the supervisor, help
staff achieve optimal performance, and provide opportunities for
development.
Supervisory Training:
As a requirement, within two years of initial employment, it is
expected that all new managers and supervisors will complete the
JHU
Supervisory Training Program established by Johns Hopkins University.
This training program consists of seven courses and is designed
to provide basic levels of supervisory skills to newly hired faculty
or staff or to faculty or staff that were recently promoted into
a position where they are responsible for the supervision of others.
The supervisory training program is conducted by Human Resources,
the Department of Health, Safety and Environment, and the General
Counsel’s Office. Participants are expected to complete all
courses in order to receive a certificate of program completion.
The seven supervisory training courses comprise:
-Success for Supervisors (one day)
-Employment Law for Supervisors (one day)
- Basic Supervision (one day)
- Business Law for Supervisors (4 hours)
- Essentials of Communicating with Tact and Finesse (two days)
- Introduction to Work Safety and Occupational Health (one day)
- Managing Workplace Diversity (one day)
The Introductory Period (90-day Review): Each employee
should receive a copy of their job description during their employment
interview, or during the first week of employment, along with a
frank discussion of performance expectations during the first 3
months of employment. During this period, there should be regular
meetings with the supervisor and written feedback at the end of
the first 90 days.
Concerns about the employee’s performance during the 90-day
introductory period should be discussed with the staff member throughout
this period, with documentation prior to the end of the 90-day period.
The supervisor should provide the employee with a completed 90-day
evaluation form and submit the signed original to KSAS HR for
the employee’s file.
Ongoing Feedback: The supervisor should provide
ongoing assistance, direction, coaching and advice as events/incidents
occur (both positive and constructive.)
Progressive Counseling: Should an employee need
improvement in specific areas of conduct or performance, a formal
progressive counseling procedure, Performance Improvement or Progressive
Discipline, should be formally implemented. These procedures are
designed to inform the staff member of areas where performance or
conduct is deficient and should provide the staff member tools,
including training, and opportunities for improvement. If there
are areas of concern that have been previously addressed with the
employee and improvement has not been demonstrated within a reasonable
amount of time, a formal plan may be necessary. Please contact KSAS
HR before proceeding.
Annual Performance Evaluation: The employee should
receive a blank copy of the annual Performance Appraisal form with
instructions for completing the form and an explanation of the annual
review process. The employee is expected to initiate the performance
evaluation by completing the Employee Section of the Performance
Appraisal approximately 60 days prior to the anniversary date for
hire into their current position. A link to the Performance Appraisal
form is below.
If the staff member does not complete the Employee Section of the
Appraisal by 4-6 weeks after their anniversary date, the supervisor
should, after a second reminder, initiate the process without input
from the employee. In these instances, any merit increase awarded
will not be retroactive to the anniversary date.
Annual Merit Increases: It is KSAS’ policy
that a completed, signed Annual Performance Appraisal must be received
in the KSAS HR Office before a proposed merit increase can be processed.
Increases will be determined using KSAS’ guidelines (established
annually,) and amounts will be based upon the guidelines, level
of performance, and budget restrictions. Increases may or may not
be given to staff in formal Progressive Counseling.
The KSAS staff members, HR Director, Joan Spoltore and HR Generalist,
Linda Evans, are located in 248 Mergenthaler Hall.
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HR Director, Joan Spoltore
Telephone: 410-516-4138
FAX: 410-516-4100
and HR Generalist, Linda Evans
Telephone: 410-516-7062
FAX: 410-516-4100
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