Resources for Supervisors & Managers
The University Corporation is committed to the personal and professional development of our employees. As an institution of higher education, we support and promote lifelong learning for our employees.
- Compliance Training:
- Data Security/FERPA
- CSU's Discrimination Harassment Prevention Program for Non-Supervisors and Supervisors
- Injury Illness Prevention Program
- Mandated Reporters of Child Abuse
- Searches and Recruitment (If you participate on a Search Committee)
- Gender Equity and Title IX
- Safety in the Workplace During Covid 19
- Hazardous Communications
- Understanding the Clery Act
- Suggested Online Training:
- Employees have access to free online professional development courses, books, and videos through SumTotal. There's a wide variety of topics available from customer service, communication, and teambuilding to very technically professional and IT certification courses. For help using or logging into SumTotal, visit our online training assistance page, or email us at firstname.lastname@example.org.
- Recommended Courses:
During the Orientation, you will be onboarding your new staff member, as you observe their performance for the purposes of determining the right match. Onboarding is the orientation and integration of your new employee into your department. It provides your new employee with an overview of your department and the resources and tools needed to excel at their job. These guidelines will help your new employee feel welcomed, engaged, and prepared. It also helps to shorten your new employee’s time to achieve productivity.
- Before Your New Employee Arrives
- Ensure that your new employee will have the basics on their first day of work: including office space, phone, voicemail, computer, building access, systems, and email setup.
- Notify people in your department when your new employee will be starting. Provide an overview of your new employee’s experience, what they will be working on, and to whom they will report.
- Identify and schedule required training to take place during their first few weeks/months
- First Week of Employment
- Since your new employee’s first day will leave a lasting impression on them, as their manager, you play an important role in helping to make the experience a positive one. Be sure to:
- Greet your new employee when they arrive.
- Introduce your new employee to their team and the people they will interact with most closely.
- Review their job responsibilities as well as the department’s goals and department and/or division’s website.
- Arrange for someone on your team to provide a tour of their work area, including exits, copy/fax machines, and restrooms.
- Confirm that your new employee has the equipment and resources that they need (phone system, voicemail, intranet, network access, software, hardware, printers, email, mail, business cards, IT support, access cards, building security, safety and emergency procedures, phone lists, office supplies, etc.).
- If possible, pair-up your new employee with a mentor inside or outside of the department as another resource.
- Review Period (90 Days).
- The first 90 Days of a Corporation member’s employment, the Orientation and Review Period, is a crucial time for you to evaluate your new staff member, set performance expectations, and agree on clear job goals.
- For your employee, the first 90 days are about building relationships, learning processes/procedures, and beginning to contribute to the Corporation.
- Schedule weekly (or biweekly) one-on-one meetings to review progress and provide feedback and coaching to the employee.
- Help your new employee set up appointments with groups outside of the department in order to establish important cross-functional relationships.
We all appreciate it when others recognize our contributions and achievements. Recognition serves as a tool for reinforcing the behaviors that drive an organization to excellence and gives a vital boost to employees’ engagement that has a “ripple effect” that reaches beyond the recipient.
Ideas for Recognizing Staff Members:
- Recognize the staff member at a staff meeting.
- Send a card to the employee you wish to recognize.
- Give your employee a small token of recognition, like a CSUMB tote bag or movie passes.
- Ask a strong performer to be a mentor
- Send an email of appreciation to senior Corporation leadership (with a copy to the employee)
- If the employee works remotely, you can coordinate with them about sending lunch to their home.
- If your department has its own website, include a section for posting recognition notices.
- Senior leader or manager could add a LinkedIn recommendation to a strong performer’s profile.
- Provide employees with a formal letter of appreciation that can be added to their personnel file.
- Create an award that can be framed.
Guidelines for Recognition
- Be genuine. Give it your full attention and be sincere.
- Be timely. Try to recognize the individual as soon as you can after the contribution or accomplishment. This makes the link between the behavior and the reward clear.
- Be specific. While a “thank you” is always welcome, your impact is greater if you describe the accomplishment and the value that it created. (For example, saying “Thank you, Mike, for gathering the budget numbers for me and entering them into the spreadsheet so quickly and without errors. Thanks to your great work, I was able to justify a needed piece of equipment for our new project”).
- Give the action the "recognition" it deserves. Treat the recognition as an event by not mixing in other businesses. If the recognition takes place during a team meeting, make sure to carve out enough time at the meeting to focus on the individual being honored.
- Keep it right-sized. Make sure the amount and type of recognition is appropriate for the behavior recognized.
- Personalize it if you can. Recognize that different people are motivated by different things, and appreciate different things. Some people appreciate being recognized publicly; others may become embarrassed. One person might enjoy a gift certificate to a restaurant; another might prefer movie tickets.
We are pleased to announce that Trakstar launched on April 29, 2022. Trakstar’s performance management system will allow us to focus on people, not paperwork. The development of the new system’s workflows and competency has taken careful planning and execution. The new system allows us the ability to offer employees real-time feedback, goal setting, tracking, automated email notifications, and provide us with performance data to aid with identifying training needs and succession planning.