Maintaining positive employer-employee relationships which promote satisfactory productivity, morale, and motivation is critical. Employee Relations staff members assist with the prevention and resolution of problems which arise out of or impact work situations.
Services and Resources
Employee Relations staff are available to help employees and supervisors understand UMBC Policies and Procedures, Board of Regents (BOR) Policies, and the Non-exempt and Sworn Police Collective Bargaining agreements.
All regular and grant-funded staff employees must serve a probationary period upon hire or promotion. All exempt employees hired after January 2, 2000 are employment “at will.” At the start of employment, an employee’s immediate supervisor is expected to give the employee a job description and conduct an expectations-setting meeting to determine the specific performance factors/goals for which the employee will be held accountable. Supervisors are encouraged to consult with Employee Relations, if a probationary employee is not meeting expectations. See BOR Policy VII – 1.21, BOR Policy VII- 1.22 (Exempt employees), and the Collective Bargaining agreement (Non-exempt employees) for more information.
The evaluation process used at UMBC is referred to as the Performance Management Process (PMP). Continuous communication and feedback are key elements leading to optimal job performance. Employees at all levels can benefit from participation in the PMP process. This communication process includes setting and clarifying expectations, identifying goals and special projects, providing on-going feedback, and evaluating results. PMP training is available for both supervisors and employees. For more information, visit the PMP section.
Employee Relations staff are available to consult with supervisors and employees who have questions or concerns regarding expectations, performance or behavior in the workplace. UMBC uses a graduated disciplinary process to address performance and behavior problems. For more information, visit the Disciplinary Process section.
Workplace Discrimination or Harassment
Whenever possible, employees are encouraged to resolve grievances informally through discussions with their supervisors. The grievance procedure allows employees to bring workplace concerns to the attention of upper management. Grievances should be handled in a timely manner by all parties involved. See BOR Policy VII – 8.00 and AFSCME Collective Bargaining agreement for more information.