The Provost has primary responsibility for matters related to faculty, including academic promotion and tenure decisions. He or she delegates some of these responsibilities to the Associate Provost for Faculty. The Provost is also responsible for communicating with the Board of Regents, State of Iowa, regarding all academic matters--a responsibility that includes coordinating the submission of several annual governance reports related to faculty. Use http://provost.uiowa.edu/faculty/index.html#info [1] for links to:

• Faculty Development
• Faculty Organizations
• Faculty-Related Policies and Procedures
• Faculty Handbook
• Faculty Human Resources Administration http://provost.uiowa.edu/faculty/facappt/index.html [2]
• Recruitment Process- Procedures, forms, and documentation.
• New Faculty Programs, Guides, and Resources - Tools to welcome and orient faculty members to their new campus and careers.
•  Classification Descriptions - Faculty rank and status codes.
• HR Transaction System Guidelines and Form Basics - Instructions for completing Human Resources transactions.
• Annual Reviews, Promotion, and Tenure - Information about annual reviews of probationary, clinical track faculty and tenured faculty.
• Institutional Data and Reports - Institutional data related to faculty appointments, faculty salaries, peer comparisons, etc.
• Faculty and Departmental Reporting - Departmental and individual faculty reporting requirements.
• Other HR Policies- Links to relevent Faculty Human Resource polices found in the UI Operations Manual. http://provost.uiowa.edu/faculty/facappt/policy/index.html [3]

 Recruitment

• Credential Check at Point of Hire
• Criminal Background Check at Point of Hire
• Conflict of Interest in Employment

 Tenure and Non-Tenure Appointments (e.g. criteria for promotions, qualifications for academic rank, clinical track policy, research track policy.)

 Compensation

• Salary Computation for Academic Year Faculty
• Definition of the Academic Year • Summer/Winter Session Salaries
• Extra Compensation for Faculty

 Termination and Retirement

• Non-Renewal of Probationary Appointments
• Phased and Early Retirement
• Emeritus Status for Retirees

 Miscellaneous

• Leave of Absence
• Professional Ethics and Academic Responsibility
• Access to Faculty Personnel Files
• Faculty Dispute Procedures
• Conflict of Commitment and Interest
• Post-Tenure Effort Allocation
• Key Contacts and Resources - Who to contact in the Office of the Provost about issues related to faculty appointments.
• Information and Reference Pages

Written: 11/11 Revised: MM/YY, MM/YY… Reviewed: MM/YY, MM/YY, MM/YY … Review Frequency: Every 12 months Responsible Unit: F&O

College of Nursing faculty employment and human resources practice is guided by those policies and procedures available at the Office of the Provost http://provost.uiowa.edu/faculty/index.html#info [1]  and the U of I Operations Manual  http://www.uiowa.edu/~our/opmanual/index.html [4] websites. 

The Provost has primary responsibility for matters related to faculty, including academic promotion and tenure decisions.  He or she delegates some of these responsibilities to the Associate Provost for Faculty.  

Use http://provost.uiowa.edu/faculty/index.html#info [1]  for links to:

• Faculty Development
• Faculty Organizations
• Faculty-Related Policies and Procedures
• Faculty Handbook
• Faculty Human Resources Administration http://provost.uiowa.edu/faculty/facappt/index.html [2]

• Recruitment Process- Procedures, forms, and documentation.
• New Faculty Programs, Guides, and Resources - Tools to welcome and orient faculty members to their new campus and careers.
• Classification Descriptions - Faculty rank and status codes.
• HR Transaction System Guidelines and Form Basics - Instructions for completing Human Resources transactions.
• Annual Reviews, Promotion, and Tenure - Information about annual reviews of probationary, clinical track faculty and tenured faculty.
• Institutional Data and Reports - Institutional data related to faculty appointments, faculty salaries, peer comparisons, etc. 
• Faculty and Departmental Reporting - Departmental and individual faculty reporting requirements.
• Other HR Policies- Links to relevant Faculty Human Resource polices found in the UI Operations Manual. http://provost.uiowa.edu/faculty/facappt/policy/index.html [3]
  • Recruitment
    • Credential Check at Point of Hire
    • Criminal Background Check at Point of Hire
    • Conflict of Interest in Employment
  • Tenure and Non-Tenure Appointments (e.g. criteria for promotions, qualifications for academic rank, clinical track policy, research track policy.)
  • Compensation
    • Salary Computation for Academic Year Faculty
    • Definition of the Academic Year
    • Summer/Winter Session Salaries
    • Extra Compensation for Faculty
  • Termination and Retirement
    • Non-Renewal of Probationary Appointments
    • Phased and Early Retirement
    • Emeritus Status for Retirees
  • Miscellaneous
    • Leave of Absence
    • Professional Ethics and Academic Responsibility
    • Access to Faculty Personnel Files
    • Faculty Dispute Procedures
    • Conflict of Commitment and Interest
    • Post-Tenure Effort Allocation
• Key Contacts and Resources - Who to contact in the Office of the Provost about issues related to faculty appointments.

• Information and Reference Pages

University Operations Manual: http://www.uiowa.edu/~our/opmanual/ [5]

Policy Statement

The Flexible Pay Program is a program that allows the College of Nursing flexibility in compensating non-organized Professional & Scientific (P&S) staff for extra meritorious performance that may include rewarding a variety of outcomes and behaviors e.g., project completion, sustained above average performance and revenue generation, etc.  There are two types of awards: (1) Exceptional Performance Award and (2) SPOT Performance Award (on the spot).  Flexible pay should not be used as a substitute for providing ongoing base adjustments that assure equitable and competitive salaries.

A copy of the College of Nursing policy and the forms are available at L:HR/Flex Pay Procedure folder

Although coaching and recognition should happen throughout the year, the performance evaluation process is an excellent time for managers & supervisors to give employees feedback on their performance and accomplishments of the previous year. The Iowa Promise Strategic Plan incorporates an indicator that requires 100% participation. Thanks for your assistance in attaining this goal! Appraisal Reports There are several reports available in Employee Self Service (with Level 1 access) that can assist departments in completing the 100% participation mark. On the HR Applications page, select 'reports' and then choose Human Resources Reports. From here, you can select any of the following reports listed below:

1. Appraisals - All: This is a list of all employees (by Department) eligible for appraisals. HR encourages evaluation of all employees. However, this report will not include staff who were hired, reclassified or transferred in the past year, as evaluation of these employees is not mandatory.
2. Appraisals - Completed: List of Employees by Department who have had appraisals completed during the fiscal year of the date entered.
3. Appraisals - Not Yet Completed: List of Employees by Department who have not yet had appraisals completed during the fiscal year of the date entered.

Position Expectations

Staff evaluations should incorporate the four position expectations listed below. Detailed descriptions of the expectations can be found at:

Merit performance expectations

P&S performance expectations

• Civil and Respectful Interactions
• Diversity and Inclusion
• Leadership Accountability
• Learning and Professional Development Conflict Management at Iowa is a new website that has been developed by a number of offices on campus to help staff, faculty and students manage conflict more effectively. Many other resources are available at the U of I Performance Management website.

Policy Statement

College of Nursing grant employment and human resources practice is guided by those policies and procedures available at the UI Principal Investigator and Research Administrator Human Resources website above as well as the UI Central Human Resources website http://www.uiowa.edu/hr/ [10]. 

Managing a research program is similar to running a complex business. The demands made on a Principal Investigator and staff seems overwhelming at times. The Principal Investigator (PI), Research Administrator and Clinical Research Coordinator must have not only the research expertise to conduct the research, but must understand complex funding agency regulations, employment laws and policies, and manage staff as well. This site is designed to assist the PI and Research Administrator with the management of staff, budgeting and other related responsibilities of grant or contract projects. It provides,

• guidance to create a staff structure for research projects
• direction in budgeting and fiscal management of grant or contract funds
• management practices to orient, develop, provide performance feedback, and retain productive employees
• resources available when problems arise

Please refer to the main page web portal which follows and select topics of interest as your orient to this role and/or need just-in-time information for research human resources management guidelines.

College of Nursing employment and human resources practice is guided by those policies and procedures available at the UI Central Human Resources website. 

Administrative Services: http://www.uiowa.edu/hr/administration/ [11]

Administrative Services provides expertise and leadership to the campus community in administering human resources.

• A-Z Policies & Guidelines: http://www.uiowa.edu/hr/administration/policies_a_z.html [12]
• Staff Communications
• UI Employment Profile
• Annual Policy Notification
• Information regarding HR Advisory Groups, HR Working Groups, HR Unit Reps, HR Senior Leadership Council, Collegiate Faculty HR Contacts
• Annual Policies and Staff Communications
• HR Strategic Record
• Staff Language and Culture Services-assists English language learning employees and those they work with at all stages of employment
• Staff Handbook

Benefits: http://www.uiowa.edu/hr/benefits/ [13]

The University Benefits Office designs and administers the benefits programs for all active and retired faculty, staff, and students at The University of Iowa.

Compensation and Classification: http://www.uiowa.edu/hr/classcomp/ [14]

Administers the University Compensation and Classification program for all Professional and Scientific Employees and Merit system.

• Compensation & Classification Consulting
• Classification Descriptions
• Pay Plans Directory
• Pay Practices
• Career Development
• Furlough Program
• Merit to P&S Reclassifications

Employee and Labor Relations (ELR): http://www.uiowa.edu/hr/relations/ [15]

ELR is responsible for labor relations (blue collar, technical, security, clerical, graduate assistants, and staff employed in tertiary health care bargaining units), contract and policy administration, disciplinary procedures, staff grievance and dispute resolution procedures, Family Medical Leave Act administration, Faculty and Staff Disability Services, Faculty and Staff Immigration Services, and unemployment benefit administration.

• Access current copies of collective bargaining contracts from this site
• Ethics and Responsibilities
• Faculty and Staff Disability Services-Family Medical Leave Act; Americans with Disabilities Act
• Faculty and Staff Immigration Services- Employment-based immigration services to UI faculty and staff
• Reductions in Force Information

Employment Services:  http://www.uiowa.edu/hr/employment/ [16]

• Jobs@UIOWA [17]-employment opportunities
• Recruitment Ambassadors
• Career development
• Hiring assistance for employees and departments
• Regents Merit positions

Organizational Effectiveness: http://www.uiowa.edu/hr/oe/ [18]

• Workforce and Workload Planning Toolbox - Tools to assist departments with the myriad of workforce challenges and changes facing us today.
• Behavior Risk Management-Comprehensive response to behaviors of hostility or violence in the workplace
• Continuous Quality Improvement-University employee discount program, departmental unit reviews, and the UI SMART Suggestion Program
• Faculty and Staff Services/Employee Assistance Program-brief counseling and assessment, Supervisory consultation
• Family Services Office-Child care, elder care, flexible work hours
• Organization, Development and Consultation-Learning and Development, UI LEAD, Reward and Recognition and Workplace Consultation
• UI Wellness-liveWELL, Well On Our Way, Wellness Ambassadors, UI Health Fair
• Threat Assessment Team (TAT)- Identifying risk and addressing safety concerns in The University of Iowa community

Payroll: http://www.uiowa.edu/hr/payroll/ [19]

• Paychecks
• Time Reporting
• Taxes

• Withholding
•  

University Operations Manual: http://www.uiowa.edu/~our/opmanual/ [5]