Employee Advising

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.

Employee 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 resources for career development.

To schedule an appointment with an Employee Advisor please call 520-621-8298 at UA, 520-626-5593 at UAHS-Tucson, 602-827-2600 at UAHS-Phoenix, or email HR-employeeadvising@email.arizona.edu.

Employee Advising

Policy Interpretation

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
• Classified Staff Policy Manual
• University Handbook for Appointed Personnel (UHAP)
• Student Employment Manual

For resources relating to Workplace Climate, click here.

UCAP

For tips to start a conversation with your supervisor regarding the University Career Architecture Project position mapping process, click here.  

Career Conversations

Career Conversations are structured discussions between employees and their supervisors that are designed to support employee success through reflection, planning, problem solving, and honest and constructive feedback. Career Conversations begin when employees reflect on significant accomplishments, key strengths, and plans for the future.

What is the value of honest, direct and regular feedback?

• Better performance and higher productivity
• Stronger teams and work groups
• More trust
• Greater job satisfaction
• Early alerts about performance concerns

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

Job Satisfaction

We help you consider the available options and strategies as you strive to answer questions related to:

Change:

• 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?

Fostering Engagement at Work:

We can help identify strategies to improve communication, facilitate feedback and expectations, and influence your workplace climate.

Layoff & Non-renewal 

You can find more information here. 

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?