General Policies and Guidelines
Staff employees are encouraged to take advantage of the available educational and training opportunities.
encourages staff development by sponsoring the
attendance by selected employees to short courses, seminars,
meetings, etc., where the program is designed to upgrade, inform, or
otherwise educate employees in their job performance. Staff
development must be recommended by the appropriate cost center
head. Full-time employees also may participate in courses offered by
the University through the remission of course hour fees benefit.
given on-the-job training in skilled and efficient job
performance and, whenever possible, opportunities to learn new
skills. Every effort is made to train each employee to perform his/her
job properly and confidently. Employees who desire additional and/or
enhanced training are encouraged to work with their supervisor(s) to
obtain such training.
responsible for taking initiative for their own personal
and professional development. While assistance, recognition, and
opportunity for improvement and advancement can be provided for
employees by the University, the effort necessary to improve
knowledge, skills, and abilities rest with the individual employee.
Employees are expected to stay current in their fields and to
maintain an acceptable level of proficiency. Individuals are
encouraged in their self-development efforts. Independent employee
participation in higher level educational programs, other than those
required by the position, is encouraged as a means for enhancing
All permanent personnel records of staff are maintained by the Office of Human Resources and Affirmative Action. The personnel files contain the employment record of each employee and include documents related to his/her employment such as: application materials, contracts, correspondence, employment actions, evaluations, benefit enrollments, tax deduction information, and disciplinary actions.
The information contained in an employee's personnel record is confidential, and the contents of the employee's file are made known only to the employee, his/her supervisor, and other appropriate persons (within the University) who must have access to that information to make appropriate employment decisions.
An employee may review his/her personnel file by making an appointment with a staff member in the Office of Human Resources and Affirmative Action.
A job description should be prepared for each staff position at the University of North Alabama. The job description should serve as documentation of the major responsibilities assigned to each employee and the knowledge, skills, and abilities needed to carry out these responsibilities. The job description should accurately identify and describe the work content of the job, determine what requirements the job makes on the incumbent, and state the qualification requirements of the incumbent. Preparation of the job description should be based on facts secured about the job through a job analysis.
Employees' jobs frequently change; thus job descriptions periodically require change also. Therefore, a job description should not be considered a rigid set of tasks preventing flexibility in adapting to changing job requirements or the performance of unlisted tasks as required. The performance standards for each employee should be derived from the job description.
The University has no objections to an employee, in addition to full-time university employment, accepting a part-time job outside of the University or within it providing it does not: (1) interfere with the performance of his/her job at the University; (2) violate university regulations or policies; or (3) bring discredit to the University.
An employee who wishes to accept outside employment should discuss the matter with his/her supervisor before accepting the job to help determine whether there is any possibility of a conflict.