A-to-Z Index


February HR Update

Your Role in Leave Management

The new leave year for classified employees began January 10. Now is a great time for supervisors and employees to review vacation balances, hours accrued each year, and maximum carry-over limits to make plans for using those hours during the leave year which ends January 9, 2013. Supervisors should be proactive in communicating with employees, especially those at the maximum accrual level, to start planning their vacation time for this year. Periodically reminding employees to schedule annual leave can avoid forfeiture of leave hours at the end of the leave year.

Listed below are the number of hours accrued each pay period and the maximum carry-over limits based on years of service:

Years of Service

Hours Accrued
per Pay Period

Hours Accrued per Leave Year

Carry-over Limits

Payout Limits

0-5 years

4 hours

96 hours
(12 days)

192 hours
(24 days)

192 hours
(24 days)

5-10 years

5 hours

120 hours
(15 days)

240 hours
(30 days)

240 hours
(30 days)

10-15 years

6 hours

144 hours
(18 days)

288 hours
(36 days)

288 hours
(36 days)

15-20 years

7 hours

168 hours
(21 days)

336 hours
(42 days)

288 hours
(36 days)

20-25 years

8 hours

192 hours
(24 days)

384 hours
(48 days)

336 hours
(42 days)

25 years +

9 hours

216 hours
(27 days)

432 hours
(54 days)

336 hours
(42 days)

Contact Dianna Jarrell, Absence Programs Coordinator 8-3974, jarreldl for assistance.

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Test your Interview Knowledge

This is the third in a series of questions related to best hiring practices.

Question:  If you are sitting on an interview panel, which is okay to discuss with your co-workers who are not on the panel?

  1. Check to see if any of your co-workers are familiar with any of the applicants
  2. Discuss the recruitment status of an applicant
  3. Both
  4. Neither

4 is the correct answer.

Recruitment information is considered confidential and should not be shared with employees outside of the panel unless another employee has been listed as a reference or former supervisor.

Your Recruitment Specialist is available to assist you with questions regarding the interview process.  

Promoting Positivity

A few of the Top 20 Ways to Motivate Employees
September 2008 SuperVision 69/9, 26

  • Establish good channels of communication—be (physically) accessible and available
  • Set clear goals
  • Foster a sense of community
  • Recognize the needs of employees
  • Provide employees with the information and resources they need to do a good job
  • Ask employees for their input by involving them in decisions that affect their jobs
  • Find out directly from employees what motivates them
  • Personally and publicly (if culturally appropriate to do so) congratulate employees for their excellent work
  • Include recognition as part of morale-building activities to celebrate group success

A Snapshot of Upcoming Training Sessions Offered by JMU Training and Development

Developing Positive Assertiveness
Performance Management Information Sessions for Supervisors of Classified Employees
Difficult Conversations, Part I
Health Insurance and Flexible Reimbursement Accounts
Clear as Mud
Retirement 101: Understanding Your VRS Retirement

For additional information or to arrange customized sessions for your department, contact Suzanne Vance, Training Coordinator, at 8-4101 or vancesn.