人事及计时

工资和福利是大多数UVU部门的最大支出。 This personnel and timekeeping self-assessment is intended to assist management of all levels in monitoring their payroll expenses and evaluating their compliance to UVU policies and best practices。

一般

• The responsible party within the department reviews Banner reports regularly to ensure correctness of payments and that payments are only being made  to current department employees。
• The responsible party within the department reviews the time and attendance system regularly, preferably each pay period。
• Job descriptions are utilized and up to date (322年政策)。
• Annual performance evaluations are conducted for all benefits-eligible employees and are recorded in 人与文化's performance management system (reminders are emailed each year by 人与文化) (331年政策)。 Performance evaluations of other employee classes (part-time, student, etc。) are encouraged。 
• Work schedules are defined, consistent with job classifications (see "计时" below) and meet the departments' staffing needs (325年政策)。
• Deviations from established work schedules, such as work from home agreements, are documented through 人与文化 and receive the required approvals (generally supervisor & VP) (332年政策)。

• 津贴和一次性付款必须符合以下政策：  325年政策,  363年政策,327年政策。 This requires that an ePAF or eSAF be completed and properly approved (generally by a second-level supervisor and index responsible party)。 Proper routing of the ePAF / eSAF requires review by 人与文化, Compensation, the Budget Office, Payroll, which will help guide compliance to these policies。 Non-exempt employees should enter and be paid for hours worked through the Time Information Management System (T。I。M。S。) and not on a lump-sum。 If a lump-sum payment was inappropriately paid to a non-exempt employee, the supervisor and employee must work with Payroll and 人与文化 to ensure that all hours worked, including overtime, are recorded and paid。

• Spot awards must be within 人与文化's guidelines: maximum amount, required approvals and maximum number of employees recognized [“人与文化”指引-现场奖项]。 

招聘

• 招聘 procedures are conducted according to 人与文化’s guidelines [302年政策],包括:
  • 为大多数职位提供至少一周的时间做广告。
  • 有至少两个人的招聘委员会。
  • 记录正式的筛选。
  • 面试候选人。

• Note: 306年政策 addresses faculty hiring。 Faculty salary offers must receive approval from Associate Provost - Academic Administration。

计时

• 员工 utilize UVU's timekeeping system, T。I。M。S (325年政策)。
• 员工 correctly record all time being worked, in the pay period it is worked, in the T。I。M。S system。 Any time spent working while not clocked in ("working off the clock") is strictly prohibited，包括员工自愿在下班后继续工作 (325年政策)。
• 学生s and part-time employees do not work in excess of 28 hours per week and 123 hours per month [政策321 雇员定义及工作限制]。
• 持有外国学生签证的学生每周工作不到20小时[政策321 美国移民及海关执法局]。
• Documentation exists to show prior approval was received before overtime was worked (non-exempt employees)(325年政策)。 无论批准与否，工作时间都必须支付报酬。 Unapproved overtime should prompt a supervisor and employee discussion regarding work schedule and overtime approval to prevent future occurrences。 Unapproved overtime can lead to employment action, up to and including termination。

休假的使用

• 员工准确记录休假时间。 Supervisors approve leave time taken by their employees (vacation, sick leave, comp time etc。) [361年政策]。

• Supervisors notify 人与文化 of any sick leave taken by their employees that extends beyond three days (360年政策)。

• 根据工作分类和休假类型适当休假。 Accumulated large balances could be an indicator of employees taking leave without recording it, or job growth requiring additional assistance, should be investigated。

 终止妊娠

• 终止ePAFs及时提交并按要求批准。 人与文化 全职员工的解雇需要副总裁的批准 (371年政策)。
• Full-time employees, or their supervisors, submit an employee exit clearance form and schedule an exit interview with 人与文化 prior to the full-time employees' last day of employment (375年政策)。
• Supervisors collect all UVU owned keys and equipment (laptops, P-Cards, equipment, etc。) from terminated employees, and  notify responsible areas to remove computer systems access, physical access, revoke signature authority [政策374政策375]。