New Staff Orientation
New Staff Orientation
Policy
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Document Number: StaffHR--105 Revision #: 1.0
Document Owner: Executive VP Date Last Updated: 10/31/2012
Primary Author: Director of Human Resources Status: Approved
Date Originally Created: 01/11/2012
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General Description
Description: Information about new staff orientation relative to Director of Human Resources policy.
Purpose: Delineation of policy.
Scope: All faculty, staff, and administrators
Responsibility: Human Resources
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Requirements
Relevant Knowledge: In order to comply with this policy you should know:
Standard company policies
Current University policy
Terms and Definitions: Additional training
Corrective Action
Loss of privilege, general
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Policy Provisions
1. New Staff Orientation
Orientation is the introduction of new staff employees to their jobs, co-workers, and the University. The overall goal of orientation is to help new employees learn about their new work environments and assist new employees in reaching acceptable performance levels as soon as possible.
All newly hired staff must report to the Director of Human Resources on the first day of employment for the Personnel Session. The purpose of this session will be to give the new staff employee an introduction to Cumberland University, its traditions, mission, organization and operations. New staff employees will also be given an overview of resources, staff policies and benefits. Necessary post-employment forms will be completed at this time.
2. Hire Date/Anniversary Date
The hire date is the beginning date of regular employment with Cumberland University and is used to determine such things as the eligibility date for various benefits, years of service, and the rate at which vacation and sick days are accrued.
3. Orientation Period
All new staff employees will serve a ninety (90) day period of orientation and evaluation. In the event that a new staff member's performance or conduct does not meet expectations during the Orientation Period:
1. Under most circumstances, the immediate supervisor will inform, in writing, the staff member of what is unacceptable and what must be done to meet expectations. Issues of serious misconduct or unacceptable performance may warrant immediate discharge without written notice.
2. If the staff member's performance or conduct is not meeting the expectations of the University's requirements, the supervisor may choose to extend the period of orientation. Extension should not be more than 30 days. Extending the orientation period does not postpone the eligibility for benefits.
3. If a staff member's performance or conduct does not improve to a satisfactory level after written notice with or without an extension of the orientation period, or if there are significant issues of misconduct, the supervisor may request the termination of the employment relationship.
4. Upon termination, the new staff member will receive two (2) weeks notice of such termination, unless the President of the University deems the continued presence of the staff member to be a substantial threat to the welfare of the University. In that case, the staff member will be terminated effective immediately, without any type of severance pay.
5. No employees, including employees who have completed the probationary period, are guaranteed employment of any specified or permanent duration. In addition, just as employees are free to resign their employment at any time, the University retains the right to terminate the employment relationship, regardless of whether the employee has completed the orientation period.
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Performance Evaluation
Performance Metrics: Compliance with standard policy and procedure
Consequences: Further training
Loss of privileges
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Subject Experts
The following may be consulted for additional information.
Director of Human Resources