netrashetty
MP Guru
Quantrix is an alternative to two-dimensional spreadsheets and modeling tools. Quantrix is based on the same novel concepts and layout as the seminal Lotus Improv and Javelin Software. Like Improv, Quantrix has been adopted primarily by the financial industry, where its ability to manipulate various “categories” or "dimensions" makes it easy to view forecasts, budgets, and financial projections under many scenarios. In this particular usage, it may be assumed that category or dimension is synonymous with class, a mathematical term. Quantrix allows a user to model financial systems by computing relationships between many classes of data. This capability is a key differentiator which separates it from traditional spreadsheets. Quantrix is used for business planning, forecasting, budgeting, risk analysis and all types of complex data modeling
Attendance (Tardiness and Absence)
Attendance and punctuality are important to the university. Every employee is expected to work when scheduled and to arrive on time. The effectiveness of every work group depends on people working together and coordinating their efforts.
Tardiness. You should always notify your supervisor if you anticipate being late to work or absent. However, there are times when unforeseen circumstances occur. If you expect to be late, you are required to call your supervisor. Be sure to contact your supervisor when you arrive at work.
Absence. As soon as you know you must be absent from work, you must notify your supervisor. Employees absent without previous permission or without notifying their supervisors are subject to disciplinary action, including termination. (HR 107)
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Overtime
If you are classified as non-exempt, you will be paid overtime at one and onehalf times your normal rate for all hours you work over the normal 40 hours in a workweek, or in excess of the approved standard for police and certain hospital employees. Departments that have approval may give employees compensatory time off in lieu of immediate overtime pay, at a rate of one and one-half hours for each overtime hour worked. (HR 211, 215)
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Shift Differential
All non-exempt employees who work a shift other than the normal daytime shift will be paid a premium hourly amount (shift differential) in addition to their regular pay.
The evening shift is one that regularly starts on or after 2 p.m. but before 10 p.m. The night shift is one that regularly starts on or after 10 p.m. but before 4 a.m. Shift differentials shall be paid only to those employees who work at least a full eight-hour shift. Exception: An employee called in for the remainder of a shift will be paid applicable shift differential. Shift differentials shall be included in determining overtime compensation. (HR 213)
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Rest Periods
Whenever possible, you will be provided with two 15-minutes rest periods each day. The number of rest breaks you may receive depends on the nature and scheduling of the work you are doing. Your department supervisor will schedule appropriate times when rest periods may be taken. (HR 503)
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Holidays
The following are the eight paid holidays for regular administrative, service and support employees:
* New Year's Day - Jan. 1
* Martin Luther King, Jr. Day
* Memorial Day
* Independence Day - July 4
* Labor Day
* Thanksgiving Day
* Friday following Thanksgiving
* Christmas Day - Dec. 25
When a holiday falls on Saturday, the preceding Friday will be observed as a paid holiday. When a holiday falls on Sunday, the following Monday will be observed as a paid holiday. Holiday pay for regular, 99 percent to 75 percent full-time equivalence (FTE) will be determined on a pro rata basis.
All regular staff members receive paid time off for designated university holidays in proportion to their FTE, up to a maximum of eight hours. All nonexempt regular employees required to work on a holiday will receive one and a half times their straight-time wage rate for the hours worked in addition to their normal pay. Employees working on a holiday will not receive both premium pay for the holiday hours worked and weekly overtime pay for the same hours. In no case will premium pay and overtime pay be pyramided or duplicated. Employees failing to work on a holiday when scheduled are not eligible for pay. When a holiday falls on a normal day off for employees who work non-standard schedules, equivalent time off may be granted on another day. If another day off cannot be arranged, the employee will be paid for the holiday. Exempt regular employees will receive compensatory straight time off if required by their administrative superior to work on a holiday.
Holidays are considered to extend over a 24-hour period. Premium pay for the holiday will be paid for all hours worked on the day of the official university holiday.
If you are on vacation status during the time a holiday occurs, you may exclude that day in calculating the number of vacation days used.
• Conducting the Evaluation (The Evaluation Meeting)
The purpose of the evaluation meeting is to provide the supervisor
and employee an opportunity to discuss job performance during the
previous performance cycle and to plan for future performance objectives.
The evaluation meeting requires careful planning and preparation on part
of both the supervisor and employee. The supervisor should be prepared to
discuss what input/feedback was considered in the employee’s evaluation;
the rationale for each of the individual and overall performance ratings;
future performance expectations and employee development results.
If an employee disagrees with their performance evaluation, they
should be given ample opportunity to explain their rationale. The
supervisor may change any ratings that are warranted based on the
information provided by the employee. If the supervisor decides to change
a rating, the reviewer must be consulted before the change is made and
must initial the change.
At the end of the evaluation meeting the employee should review
the performance evaluation, write any comments and sign the form
indicating that the results have been discussed. If the employee refuses to
sign the evaluation, the supervisor should indicate this on the performance
evaluation.
• Re-evaluation Corrective Action Plan – Below Contributor Rating
An employee who receives an overall performance rating of Below
Contributor must have an action plan developed outlining the minimum
performance expectations and be re-evaluated in 3 months. The action
plan is developed by the supervisor, approved by the reviewer and
12
discussed with the employee within 10 workdays of the evaluation
meeting.
The agency may also access the Standards of Conduct Policy to
address employee performance or utilize the Needs
Improvement/Substandard Performance forms to document specific
performance incidents or issues. At the conclusion of the re-evaluation
period, if the employee’s rating continues to be Below Contributor, the
supervisor has several options including demotion, reassignment, reduced
duties or termination.
If the agency identifies another position within the 3-month period
that is more suitable for the employee’s level of performance, then the
employee may be reassigned or demoted which will conclude the re-
evaluation period. If this occurs, then the employee will not be eligible for
a performance increase. With a demotion, the agency must reduce the
employee’s salary at least 5% since this constitutes a Disciplinary or
Performance Salary Action (see Chapter 8 – Pay Practices).
As an alternative to reassignment or demotion, the agency may elect
to maintain the employee in their position and eliminate the duties that the
employee was unable to successfully fulfill. This reduction in duties must
be accompanied by a concurrent salary reduction of at least 5% as outlined
in the Disciplinary or Performance Salary Action (see Chapter 8 – Pay
Practices).
If the agency determines that termination is the proper action based
on the re-evaluation, then the employee will be terminated at the
conclusion of the 3-month re-evaluation period.
Attendance (Tardiness and Absence)
Attendance and punctuality are important to the university. Every employee is expected to work when scheduled and to arrive on time. The effectiveness of every work group depends on people working together and coordinating their efforts.
Tardiness. You should always notify your supervisor if you anticipate being late to work or absent. However, there are times when unforeseen circumstances occur. If you expect to be late, you are required to call your supervisor. Be sure to contact your supervisor when you arrive at work.
Absence. As soon as you know you must be absent from work, you must notify your supervisor. Employees absent without previous permission or without notifying their supervisors are subject to disciplinary action, including termination. (HR 107)
back to top
Overtime
If you are classified as non-exempt, you will be paid overtime at one and onehalf times your normal rate for all hours you work over the normal 40 hours in a workweek, or in excess of the approved standard for police and certain hospital employees. Departments that have approval may give employees compensatory time off in lieu of immediate overtime pay, at a rate of one and one-half hours for each overtime hour worked. (HR 211, 215)
back to top
Shift Differential
All non-exempt employees who work a shift other than the normal daytime shift will be paid a premium hourly amount (shift differential) in addition to their regular pay.
The evening shift is one that regularly starts on or after 2 p.m. but before 10 p.m. The night shift is one that regularly starts on or after 10 p.m. but before 4 a.m. Shift differentials shall be paid only to those employees who work at least a full eight-hour shift. Exception: An employee called in for the remainder of a shift will be paid applicable shift differential. Shift differentials shall be included in determining overtime compensation. (HR 213)
back to top
Rest Periods
Whenever possible, you will be provided with two 15-minutes rest periods each day. The number of rest breaks you may receive depends on the nature and scheduling of the work you are doing. Your department supervisor will schedule appropriate times when rest periods may be taken. (HR 503)
back to top
Holidays
The following are the eight paid holidays for regular administrative, service and support employees:
* New Year's Day - Jan. 1
* Martin Luther King, Jr. Day
* Memorial Day
* Independence Day - July 4
* Labor Day
* Thanksgiving Day
* Friday following Thanksgiving
* Christmas Day - Dec. 25
When a holiday falls on Saturday, the preceding Friday will be observed as a paid holiday. When a holiday falls on Sunday, the following Monday will be observed as a paid holiday. Holiday pay for regular, 99 percent to 75 percent full-time equivalence (FTE) will be determined on a pro rata basis.
All regular staff members receive paid time off for designated university holidays in proportion to their FTE, up to a maximum of eight hours. All nonexempt regular employees required to work on a holiday will receive one and a half times their straight-time wage rate for the hours worked in addition to their normal pay. Employees working on a holiday will not receive both premium pay for the holiday hours worked and weekly overtime pay for the same hours. In no case will premium pay and overtime pay be pyramided or duplicated. Employees failing to work on a holiday when scheduled are not eligible for pay. When a holiday falls on a normal day off for employees who work non-standard schedules, equivalent time off may be granted on another day. If another day off cannot be arranged, the employee will be paid for the holiday. Exempt regular employees will receive compensatory straight time off if required by their administrative superior to work on a holiday.
Holidays are considered to extend over a 24-hour period. Premium pay for the holiday will be paid for all hours worked on the day of the official university holiday.
If you are on vacation status during the time a holiday occurs, you may exclude that day in calculating the number of vacation days used.
• Conducting the Evaluation (The Evaluation Meeting)
The purpose of the evaluation meeting is to provide the supervisor
and employee an opportunity to discuss job performance during the
previous performance cycle and to plan for future performance objectives.
The evaluation meeting requires careful planning and preparation on part
of both the supervisor and employee. The supervisor should be prepared to
discuss what input/feedback was considered in the employee’s evaluation;
the rationale for each of the individual and overall performance ratings;
future performance expectations and employee development results.
If an employee disagrees with their performance evaluation, they
should be given ample opportunity to explain their rationale. The
supervisor may change any ratings that are warranted based on the
information provided by the employee. If the supervisor decides to change
a rating, the reviewer must be consulted before the change is made and
must initial the change.
At the end of the evaluation meeting the employee should review
the performance evaluation, write any comments and sign the form
indicating that the results have been discussed. If the employee refuses to
sign the evaluation, the supervisor should indicate this on the performance
evaluation.
• Re-evaluation Corrective Action Plan – Below Contributor Rating
An employee who receives an overall performance rating of Below
Contributor must have an action plan developed outlining the minimum
performance expectations and be re-evaluated in 3 months. The action
plan is developed by the supervisor, approved by the reviewer and
12
discussed with the employee within 10 workdays of the evaluation
meeting.
The agency may also access the Standards of Conduct Policy to
address employee performance or utilize the Needs
Improvement/Substandard Performance forms to document specific
performance incidents or issues. At the conclusion of the re-evaluation
period, if the employee’s rating continues to be Below Contributor, the
supervisor has several options including demotion, reassignment, reduced
duties or termination.
If the agency identifies another position within the 3-month period
that is more suitable for the employee’s level of performance, then the
employee may be reassigned or demoted which will conclude the re-
evaluation period. If this occurs, then the employee will not be eligible for
a performance increase. With a demotion, the agency must reduce the
employee’s salary at least 5% since this constitutes a Disciplinary or
Performance Salary Action (see Chapter 8 – Pay Practices).
As an alternative to reassignment or demotion, the agency may elect
to maintain the employee in their position and eliminate the duties that the
employee was unable to successfully fulfill. This reduction in duties must
be accompanied by a concurrent salary reduction of at least 5% as outlined
in the Disciplinary or Performance Salary Action (see Chapter 8 – Pay
Practices).
If the agency determines that termination is the proper action based
on the re-evaluation, then the employee will be terminated at the
conclusion of the 3-month re-evaluation period.