University of Arizona employees are amazing people who want to make a positive difference for our students, community, and the world. As a University employee, you are in the right place to share your talents and further develop your career.
Your success is our success. Employee and Career Advising is here to partner with and support you. We offer guidance on University policies, coaching to help you make informed and strategic work-related decisions, and career development resources.
Please call Nicole Johnson at (520) 621-8298 or email email@example.com to schedule an appointment with an Employee/Career Advisor.
Here are some of the areas we can help you:
We know that University employees want more than just a "job." They want meaningful careers that leverage their talents and are aligned with their values. We also know that employees’ needs and goals change over time. At the University, we offer diverse career paths, with opportunities to advance up the career ladder, transition to new fields, and pursue flexible work options. For more information please see our Professional Development opportunities.
Formal Disciplinary Process
The formal disciplinary process is utilized when employees are perceived as exhibiting unsatisfactory job performance. The intent of this policy is to use a series of progressive disciplinary actions as a means to assist and encourage employees to correct their behavior and to achieve satisfactory job performance.
We help employees understand the formal disciplinary process and develop appropriate strategies to handle disciplinary issues. Employees often ask:
- I received a Written Warning and I disagree, what options do I have?
- I received a notice to attend a Pre-discharge meeting, how do I prepare?
- My Supervisor gave me feedback and called it a ‘Verbal Warning’. Is this within policy and how do I respond?
- What is the difference between Disciplinary Probation and Disciplinary Suspension?
- How do I dispute a disciplinary action that I don’t agree with?
We help you consider the available options and strategies as you strive to answer questions related to:
- I have a new supervisor - what does that mean for me and my job?
- My job is changing/is not the same as the job I interviewed for – what options are available?
- My team/department is undergoing changes in direction/leadership – how do I respond?
- My position status changed (from classified to appointed or vice versa) – what are the implications for me?
- I am interested in a new job assignment or re-assignment - is this possible? What are the steps?
- What are some options to redesign my current job?
Dissatisfaction at Work:
- Poor communication
- How do I manage my response to a difficult supervisor or co-worker?
- How do I remove obstacles or barriers to communication?
- Feedback and Expectations
- How do I ask for and receive feedback?
- How do I clarify needs and expectations?
- Conflict and Negotiation
- How do I manage disagreements effectively?
- How do I negotiate positions and outcomes?
Layoff & Non-renewal
You can find more information here.
A formal performance appraisal is a periodic review and evaluation of your job performance. This is an important opportunity to meet with your supervisor and discuss past performance and goals for the coming year.
We help you consider the available options and strategies as you strive to answer questions such as:
- How do I prepare for an upcoming performance appraisal?
- My supervisor wants me to write my own appraisal, how do I begin?
- I received my appraisal and disagree with the ratings, what are my options?
- I have not had a performance appraisal in years, should I be concerned? How do I ask for a current appraisal?
- I heard there is a policy to dispute a performance appraisal, how can I use it?
- As a classified employee on probation, should I expect a performance appraisal after three and six months?
HR Employee and Career Advisors can help you through these questions and demystify the performance appraisal process. We help you interpret policies and advise you on:
- Developing performance feedback strategies
- Planning for the appraisal meeting
- Writing a response to a performance appraisal
- Using the informal and formal dispute process
HR Employee Advisors work with employees to interpret and understand the application of policies from each of these policy manuals depending on your employment type and status with the University of Arizona:
- Arizona Board of Regents (ABOR) policy manual
- University of Arizona Policies and Procedures
- Classified Staff Policy Manual
- University Handbook for Appointed Personnel (UHAP)
- Student Employment Manual
In addition, we help you identify other available resources at the University, including:
- Life and Work Connections to assist you with:
- Child Care and Family Resources
- Sick Child and Emergency/Back-Up Care Program
- Elder Care and Life Cycle Resources
- Employee Assistance Counseling/Consultation
- Work/Life Support
- Worksite Wellness
- Equal Employment Opportunity/Illegal Discrimination and Affirmative Action
- Disability Resources
- UA Ombudspersons Committee