A-to-Z Index

Classified Employment

New Employee Orientation JMU Policy 1323

New Employee Orientation, Phase One, familiarizes new full-time classified employees with their benefits and provides an opportunity for networking. New employees also learn about JMU’s performance evaluation process and the difference between probationary and non-probationary employment.

New Employee Orientation, Phase Two, familiarizes new employees with the culture of the JMU community. Phase Two orientation sessions focus on explanations of fringe benefits.

Probationary Period JMU Policy 1322

The majority of new classified university employees serve a 12-month probationary period. During this time, both the employee and supervisor have a chance to determine the employee's suitability for the position. If the university determines at any time during the probationary period that an employee is not suited for the job and unable to improve satisfactorily, the employee shall be terminated or allowed to resign. If necessary, a probationary period may be extended up to six additional months.

Probationary reviews are conducted at three, six, and nine months, and three weeks prior to completion of the probationary period. Employees may be rated as a Contributor or Below Contributor during their probationary period.

Employee Work Profile (EWP)

There are three components to the Employee Work Profile (EWP):

The position description identifies the essential core responsibilities and measures of the position. Core responsibilities are the job duties that are important to the type of work performed by an employee and remain relatively consistent during the performance cycle. Measures are observable performance and behavioral outcomes that define success. The position description also identifies any special assignments for the employee and communicates overriding departmental values expected for all department employees. The employee's supervisor creates the position description in PositionLink when a new position is established. It is updated by the supervisor when a new employee is hired into the position, and when job duties and responsibilities change. It is also reviewed for accuracy throughout the year and should be updated any time there are changes to the job. It is common to update the position description during the performance evaluation process.

Creation of an Individual Professional Development Plan (IPDP) is the second component. The employee and the supervisor use this form to record the employee's current training desires, and short and long term career goals. It is a written plan for developing knowledge, skills and competencies that support both the organization's objectives and the employee's needs and goals.

The third component is the annual performance evaluation. The assessment of performance form is used for both the employee self-evaluation and the annual performance evaluation.

Performance Evaluation Process

Formal performance evaluations serve as an effective feedback tool to help the employee identify performance strengths and areas in need of further development. It may also enhance communication between employees and supervisors. The performance review period for non-probationary, classified employees is an annual cycle and runs each year from October 25 to October 24.

Supervisors review position descriptions at the beginning of the performance cycle. The position description is the basis for evaluating employee performance throughout the entire performance cycle.

The supervisor rates the employee's performance toward the end of the review period by comparing actual performance to the measures indicated in the position description. Non-probationary employees receive an overall performance rating of Extraordinary Contributor, Contributor, or Below Contributor.

Salary increases for performance (merit increases), if funded, are effective November 25 of each year. The percentage of increase is based on the overall performance rating and funding by the General Assembly.

JMU Job Opportunities

Classified employees may apply for any posted vacancy at the university. Promotional opportunities are those that involve a competitive selection process resulting in the employee’s movement to a different role in a higher pay band. Lateral opportunities are those that may involve a competitive selection process and result in the employee’s movement to the same or different role in the same pay band. Visit JobLink for a list of vacant positions. Contact an HR Service Center Recruitment Specialist for assistance with the application process.

State Job Postings

Virginia Jobs provides information about current job vacancies with the state system. All state agencies list vacancies with Virginia Jobs for a minimum of five consecutive workdays, not counting Saturdays and Sundays.

Outside/Additional Employment

In accordance with the Standards of Conduct and Performance for Classified Employees JMU Policy 1317, employees are expected to obtain approval from their supervisor prior to accepting outside employment. Also, in accordance with Conflict of Interest JMU Policy 1106, no JMU employee or officer shall accept any business or professional opportunity when that employee or officer knows that there is a reasonable likelihood that the opportunity that is being afforded will influence him or her in the performance of his or her official duties. 

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