ࡱ> bda[ bjbj /0jjl*******>8&4>iff||||||` ` ` `>^`TdTi$ml n*i*|||||*i **||?i |"*|*|` |`  %BoX**_|Z 0ԴrB>Fv\f_TUi0i\oo_ >>****Agenda Board of Regents Human Resources Committee Thursday, June 10, 2004; *8:00 a.m. 9:00 a.m. Consortium Library, University of Alaska Anchorage Anchorage, Alaska *Times for meetings are subject to modification within the June 9-10, 2004 timeframe. Committee Members: James C. Hayes, Committee Chair David J. Parks Elsa Froehlich Demeksa Frances H. Rose Kevin O. Meyers Brian D. Rogers, Board Chair I. Call to Order II. Adoption of Agenda MOTION "The Human Resources Committee adopts the agenda as presented. I. Call to Order Adoption of Agenda Full Board Consent Agenda A. Approval of Revisions to Regents' Policy 04.07.020 - Probationary Status Ongoing Issues A. Update on Human Resources Issues Update on ACAS Recommendations V. New Business VI. Future Agenda Items VII. Adjourn This motion is effective June 10, 2004." III. Full Board Consent Agenda A. Approval of Revisions to Regents' Policy 04.07.020 Probationary Status Regents Policy requires a single probationary period for newly hired staff. This results in constraints on promotional opportunities for staff as supervisors often prefer to hire from outside the university in order to ensure a probationary period. The Human Resources Council has considered the issue as has the Staff Alliance. Vice President Johnsen will present the issue to the committee for discussion. It is expected that a representative from the Staff Alliance will be able to participate. A draft modification to the policy was presented for discussion at the April 2004 meeting of the committee. That version has been modified and simplified in light of staff comments and further legal analysis. We recommend that Policy 04.07 be amended because this level of detail is more appropriately addressed in Regulation. Policies are intended to contain statements of policy that are as broad and flexible as possible, leaving the details of administration and implementation to be expressed in regulations promulgated by the president. Amendment of Policy 04.07 will accomplish that purpose. Probationary Status P04.07.020 Initial Probationary Period Newly hired and promoted regular exempt and nonexempt staff, with the exception of officers of the university and senior administrators and faculty, will serve a six month probationary period. The provisions for probationary status will be set forth in regulation. During this time, the employee's work performance and/or general suitability for university employment will be evaluated. A written evaluation will be completed by the supervisor and will be placed in the employee's official personnel file in advance of the completion of the probationary period. Notification of failure to perform satisfactorily during the probationary status will be given to the employee in writing and may result in immediate termination. Upon the committees approval of the recommended modification to policy, the president intends to modify, subject to consultation of the Staff Alliance, the enabling regulation in the following manner: Probationary Status R04.07.020 Employment during the probationary period for a new hire is at-will. In addition to proceedings for termination for cause set forth in University Regulation 04.08.080, probationary employment may be terminated during the period of probation for any reason not prohibited by law, or for no reason. The probationary period excludes periods of leave. A new hire but includes those rehired after a 10 working day break in service and those transferring from temporary or extended temporary jobs. Notice of termination of probationary employment shall be given as set forth in University Regulation 04.01.050.A - At-Will Employment. No period of notice prior to termination is required. Employees who receive such notice will be returned to a vacant position in the former classification for which they are qualified or, in the event there is no such position, will be placed in layoff status from the position from which the employee promoted. Except when the University elects to pursue termination for cause, decisions to terminate probationary employment are subject to review only as set forth in University Regulation 04.01.050.A. The President recommends that: MOTION "The Human Resources Committee recommends that the Board of Regents approves revised Regents' Policy 04.07.020 Probationary Status. This motion is effective June 10, 2004." IV. Ongoing Issues A. Update on Human Resources Issues Vice President Johnsen will report on progress in the following key areas of Human Resources activity: Labor Management Cooperation Initiatives Dispute Resolution Health Benefits Classification Projects B. Update on ACAS Recommendations Reference 2 Vice President Johnsen will summarize the many ideas for cost savings and operational efficiency generated by the Human Resources Team, focus on the high priority automation projects intended to provide opportunities to reallocate faculty and staff effort from transactional processes to higher value priorities, and review next steps. V. New Business VI. Future Agenda Items VII. 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