![Stewart](/artsandsciences/sites/default/files/styles/small/public/people/aands_team35.jpg?itok=R64HLgqZ)
Assistant Dean of Administration • Appointing Authority • Organizational Development & Succession Planning • Compensation • Leave • Resignation & Retirement
Associate Deans
Old Main, Room 2-51
Personnel Administration, Director of Personnel
Responsibilities:
- Director of Personnel
- Collaborate with the College of Arts and Sciences personnel managers and assistants, and set priorities
- Identify process improvement opportunities
- Support partnerships with campus stakeholders, in conjunction with college leadership
- Allocate resources to implement change
- Enforces University and College policies
- Collaborate with the College of Arts and Sciences personnel managers and assistants, and set priorities
- Appointing Authority (for all university and classified staff in the College of Arts and Sciences)
- Define positions
- Works with the American Society for Public Administration (ASPA)'s Human Resource Manager to identify positions for redefinition
- Approve positions once reviewed by ASPA Human ResourceÌýManager and campus human resources
- Approves hiring
- Reviews and approves classified and university staff Action Authorization/Memorandum of Understanding forms
- Reviews and approves classified staff offer letters
- Administers corrective/disciplinary action
- Investigates complaint by conducting meetings with necessary stakeholders and collecting relevant documentation
- Determines action
- Drafts action
- Issues action to necessary stakeholders
- Determines work hours including meal periods and breaks
- Sets expectation regarding work hours and meal periods and breaks in conjunction with college deans
- Identifies positions to be created or abolished
- Reviews department positions and consults deans about department "full-time employee" allocation
- Initiates position creation by working with human resource manager to start paperwork
- Initiates abolishment via layoff and/or reorganization process
- Assigns employees to positions
- Appoints employees to positions as needed
- Evaluates performance
- Assists department supervisors with setting and articulating expectations
- Reviews and approves performance plans and evaluations
- Communicates requirements and rights under state personnel board rules
- Define positions
- Organizational Development & Succession Planning
- Conducts organizational analysis, which involves collaboration with departments, and college and campus stakeholders
- Initiates "full-time employee" reallocation by working with human resource manager to complete paperwork
- Compensation
- Initiates compression analysis and makes budget requests to address compression
- Approves/Denies permanent classified and university staff salary requests
- Approves/Denies temporary classified and university staff salary requests
- Leave
- Clarifies and communicates university and classified staff leave policy and procedures to employees
- Administers Family and Medical Leave paperwork (Employee Rights and Responsibilities, Medical Certification, Fitness-to-Return, and Designation) by completing paperwork for classified staff
- Advises departments on administering Family and Medical Leave paperwork (Employee Rights and Responsibilities, Medical Certification, Fitness-to-Return, and Designation) for university staff
- FacilitatesÌý"Americans with DisabilitiesÌýAct" recommendation implementation with department manager for classified and university staff
- Approves bereavement leave and administrative leave for university and classified staff
- Staff request approval from Appointing Authority.Ìý Once approval is given leave is recorded in My.Leave for supervisor notification and timesheet approval.
- Resignation & Retirement
- Approves and accepts resignations
- Initiates close out protocol with employee, supervisor, human resources,ÌýHuman Resources Service Center, and Dean’s Office
- Protocol includes informing the College of Arts and Sciences' Human ResourceÌýManager of vacancy for position review or fill initiation
- Consulting
- Identify service gaps and then engage necessary stakeholders to resolve
- Ad hoc consulting on campus initiatives, college strategies, and human recourseÌýprojects
- Advises department chairs and directors on all of the above
- Works with employees to resolve conflicts, by identifying resources