RELEASE TIME
Release time for any employee attending a University-sponsored workshop held during regular working hours has been approved by the president. Employees may attend training and development workshops, upon approval from their supervisors as appropriate, without having the time charged against their annual leave accrual.

The Fair Labor Standards Act states that any employee required to attend a training program not held during his/her regular working hours, which is directly related to the employee's current position, must receive compensation (overtime or compensatory time) for the time spent in training.

COST OF ATTENDANCE
No fee is charged for individuals employed by Marshall University. The only requirements necessary to attend are

• Supervisory approval as appropriate
• Submission of proper registration.

NEEDS ASSESSMENT
Training needs are identified through a variety of means, including

• Suggestions derived from seminar evaluation sheets
• Verbal and written requests from employees
• Needs analysis surveys
• Performance assessment forms
• Recommendations from vice presidents, deans, and directors.

SCHEDULE
Every attempt will be made to schedule programs and activities at times that will not disrupt the daily operations of the University. In most cases, training and development sessions are held during regular University hours.

TRAINING AND DEVELOPMENT SCHEDULES

• Each month a schedule of T&D workshops can be accessed at the HRS web site.
• Employees should review the schedule and select workshops that are applicable to their own professional and personal growth and coordinate their enrollment with their supervisors.

REGISTRATION

• On-line registration is available at www.marshall.edu/human-resources/td/hrtrainingregistration.asp and each paper copy has a registration form for completion and submission to HRS.
  

CANCELLATION

1. It is requested that you notify HRS @ 696-2593 if you are unable to attend a session for which you registered.  This will enable someone else to fill the space, especially important when registration is limited.
2. At times, due to very low enrollment or other circumstances, it may be necessary to cancel a session. In this case, participants will be notified prior to the workshop.

EMPLOYEE ORIENTATION

POLICY
All new employees are introduced to Marshall University through general Employee Briefing programs conducted by the Department of Human Resources and other campus representatives. Specific information regarding work assignments, duties, and departmental regulations will be given to new employees by their immediate supervisors at the job site.

PURPOSE

• To familiarize recently hired classified and non-classified staff members with the University as one of the largest employers in the tri-state area.
• To review personnel policies and practices.
• To provide a general overview of University activities and opportunities.
• To acquaint new employees with individuals from areas throughout the University.

QUALITY SERVICE INITIATIVE
To enhance Marshall University's commitment to students, staff development training programs are conducted on a continuing basis. These hands-on training sessions are designed to

• Foster better customer service
• Encourage teamwork
• Improve communication among staff
• Educate employees about the various areas and functions of the campus.

PERFORMANCE ASSESSMENTS

POLICY

• NEW employees shall be evaluated at two, four, and six months of service. Following the probationary period, they shall be evaluated on the anniversary date of their original hire date.
• TRANSFERRED OR PROMOTED employees shall be evaluated at two, four, and six months after the effective date of their transfer or promotion. After six months of service in the new position, employees shall be evaluated annually on the anniversary of their original hire date.
• REGULAR FULL-TIME AND PART-TIME employees shall receive annual evaluations of their job performance on the anniversary of their original hire date.

PURPOSE
To identify areas of employee performance that may need to be improved, to assist with each employee's professional development, and to document performance. The annual performance assessment.

• Provides objective criteria for personnel performance evaluations on a standard basis within the University;
• Compels the supervisor to examine all of the individual traits affecting employee performance;
• Sets goals and objectives;
• Provides a two-way means of communication for both the employee and the supervisor; and
• Can be used as a basis for administrative decisions.

RESPONSIBILITY
It is the immediate supervisor's responsibility to complete performance assessments.

• The supervisor must review and discuss the completed form with the employee.
• All performance assessments are to be reviewed and signed by the employee, supervisor/lead, and next level supervisor.
• The completed assessments form is then forwarded to Human Resources Services to be reviewed and placed in the employee's personnel file.
• A follow-up by human resources staff will occur on each evaluation form indicating performance that is unsatisfactory.

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