香蕉直播

Operating Policy and Procedure

HSC OP: 70.12, Values, Performance, and Development

PURPOSE: The purpose of this Health Sciences Center Operating Policy (HSC OP) is to establish the philosophy and policy governing our team members鈥� performance management and development.

REVIEW: This HSC OP will be reviewed by December 1 of each odd-numbered fiscal year (ONY) by the Vice President of Human Resources.

PHILOSOPHY: Texas Tech University Health Sciences Center (香蕉直播) recognizes all team members as essential to the strategic goals and overall mission of the institution. By fostering a supportive, values-based work environment, team members are empowered to utilize their strengths and talents, excel in performance, and pursue ongoing personal development, contributing to the institution鈥檚 growth and success.

Managers support this philosophy through ongoing performance management efforts, including enabling team member growth and development, encouraging values-based behaviors, communicating clear expectations, providing regular feedback on job performance, and acknowledging accomplishments.

POLICY: In alignment with the institution鈥檚 mission and vision, 香蕉直播 is dedicated to retaining a highly qualified and exceptional workforce that exemplifies our Values-Based Culture. This policy aims to standardize the method and frequency of the team member performance evaluation process and identify programs and events that support their development.

All steps in this process shall be administered by the manager without regard to a team member鈥檚 race, color, religion, sex, age, national origin, disability, or protected veteran status, in compliance with the laws and regulations of the State of Texas, Regents鈥� Rules, Title VII of the Civil Rights Act of 1964, Texas Tech University System Regulation , and all other applicable federal laws.

1. Values-Based Culture

Through its Values-Based Culture, 香蕉直播 is committed to cultivating an exceptional workplace community with a positive culture that puts people first. Accordingly, the defining behaviors of 香蕉直播鈥檚 shared values shall serve as the prevailing code of conduct for all team members, regardless of location.

The 香蕉直播 values and guiding behaviors should be interpreted in a manner that is consistent with all federal and state laws and regulations, Regents鈥� Rules, and TTU System regulations, as outlined in HSC OP 10.00, Operating with Values.

2. Performance Evaluation Policy and Procedure

a. Provisions

i. Performance Evaluations are an essential component of performance management strategies to support personal growth and professional success. Annual Performance Evaluations allow team members and managers to reflect, set goals, highlight accomplishments and strengths, and identify potential areas of improvement. Performance Evaluations must contain objective, measurable, and consistently applied criteria. 

ii. One (1) performance evaluation is required for all non-student (鈥淪鈥� position class) team members each fiscal year (September 1 鈥� August 31) and submitted by August 31. This ensures consistency in the frequency and standards on which team members are evaluated.

Direct reports of the President have a due date of November 1.

Human Resources may grant extensions for approved FMLA absences or other extenuating circumstances.

Evaluations should occur ideally in August but no earlier than April, to capture the full fiscal year鈥檚 performance of the team member.

iii. No other performance evaluations shall be issued in place of the 香蕉直播 Performance Evaluation for staff. 

iv. Faculty members may have alternative or additional evaluative procedures and policies related to their appointments, as outlined in HSC OP 60.01, Tenure and Promotion Policy, and HSC OP 60.03, Performance Evaluation and Dismissal Procedures for Tenured and Non-Tenured Faculty.

v. Managers are encouraged to meet with new team members within the first month of employment to discuss performance expectations, individual and team goals, institutional development opportunities, and values-based behavioral goals and document a training plan.

vi. Team members may access the Performance Evaluation system through the WebRaider portal:

vii. Departments may not create, develop, or implement separate performance evaluation tools that differ in format or frequency from the official 香蕉直播 Performance Evaluation.

b. Procedure

i. Team members have the opportunity to complete a Self-Evaluation that allows them to share their accomplishments, how they are living our values, growth areas, and work-related goals for the next year.

ii. Once the Self-Evaluation form has been completed, a copy will be electronically available to the manager and team members. The manager should read and consider the information submitted in the Self-Evaluation before completing the Performance Evaluation form.

iii. A rating of the individual鈥檚 work performance and feedback is completed by the manager for the following areas:

路   Core Competencies;

路   Functional Competencies;

路   Compliance Competencies;

路   Leadership Competencies (for people leaders);

路   Goal achievement and progress; and,

路   New goals.

iv. This annual process does not replace the importance of ongoing and regular interactive communication to clarify job duties, expectations, and accomplishments, and to support the successful performance of the team member. 

v. The annual Performance Evaluation process does not replace formal corrective actions governed by Texas Tech University System Regulation  07.07. Any questions related to performance or conduct concerns shall be directed to Human Resources.

vi. The Performance Evaluation discussion should be conducted in a manner that is considerate of the sensitivity of the evaluation. Only those in a management oversight role of the employee should be present, with exceptions approved by Human Resources. Team members shall not bring guests to the discussion.

vii. Once the Performance Evaluation is finalized, it is submitted to the employee鈥檚 file for retention. An employee signature is preferred, but a team member's refusal to sign does not prevent the evaluation from being considered finalized. It is part of the employee record once issued by the manager.

3. Development

Team member development is the responsibility of every manager. Managers are encouraged to develop their teams to ensure professional growth, furthering the institution's mission, vision, and values.

a. New Team Member Orientation

i. All new team members are required to complete Human Resources鈥� asynchronous New Team Member Orientation (NTMO) within five (5) days of their first day of hire. This orientation discusses benefits, 香蕉直播, time reporting, and other pertinent resources to help team members acclimate quickly, but it is not the only onboarding training required of new hires. 

b. Values Welcome Event

i. The 鈥淰alues Welcome Event" training is a mandatory experience for all team members within the first 90 days of employment. New team members will receive an invitation to attend within their first 30 days to allow them to understand the institutional cultural expectations within the HSC. The Values Welcome Event is a crucial part of the developmental learning experience for new team members at 香蕉直播. 

The Office of People and Values facilitates this regularly scheduled orientation for all new team members, introducing the importance of engaging in our 香蕉直播 Values-Based Culture. 

ii. Exceptions to event completion within the first 90 days of employment may be considered by the Assistant Vice President of People and Values for extraordinary circumstances.

c. Employee Training and Development 

i. 香蕉直播 recognizes the importance of promoting lifelong learning, enabling eligible team members to acquire job-related knowledge, behaviors, and skills. 香蕉直播 may designate funding and other resources for team members to participate in training courses, education, or developmental learning experiences at no cost to the team members. This may include, but is not limited to, short courses, workshops, seminars, conferences, technical or professional training, and higher education courses. 

ii. 香蕉直播 provides additional training and development opportunities for all team members through the Office of People and Values and HSC OP 70.14.

4. Right to Change Policy

香蕉直播 reserves the right to interpret, change, modify, amend, or rescind this policy in whole or in part at any time without prior notice to or consent of employees.