We are available to help you resolve issues that prevent productive working relationships.
If you are in need of help, please reach out to us to schedule a conversation.
Performance evaluations for all regular exempt, non-exempt and contingent II staff
employees are rated on a streamlined scale with two options: "meets expectations"
and "does not meet expectations." The evaluation forms are available on the forms repository. It is important to note that the evaluation forms have no effect on the calculation
of merit pay, as evaluations and merit distribution are separate processes.
Workshops and programs are available to aid employees and supervisors with understanding
and more effectively managing the performance management process.
- Performance Management: The Employee's Role - Designed to provide employees with the tools and techniques to assess their own
performance and communicate their accomplishments.
- Effective Supervision Program (ESP) - Cohort style program consisting of theory and application of supervision. Supervisors
will gain a better understanding of their role as supervisors and how they supervise.
Among other topics, day 3 of the program focuses on coaching, job performance, and
the performance appraisal process.
- Post-ESP Performance Management Certificate - Managers and supervisors will learn to speak to the importance of performance reviews
and know how to conduct them, and deliver timely and meaningful guidance and feedback.
All newly hired, promoted, or transferred regular staff at Towson University serve
a probationary period. Regular non-exempt employees serve a six-month probation and
exempt employees serve a 12-month probation.
During this time period, employees receive training, guidance, instructions and advice
from their supervisors. Interim probationary reports are required at mid-point to
document an employee’s progress.
If expectations are not being met, an employee may be rejected on probation. Occasionally,
an employee on probation gets near the end of the specified time period and is not
meeting performance expectations. In those cases, the employee’s probation period
may be extended. Should a manager wish to extend the probation period or reject an
employee on probation, they must first contact the Employee Relations & Development
unit to discuss.
Employees and managers are encouraged to work through disagreements together; however,
when an agreement over a disputed issue cannot be reached, Towson University has a
grievance appeal process. It is a three-step process, starting with an informal discussion
with the supervisor or head of the department. An employee could initiate the appeal
by completing the Grievance Appeal Form. Additionally, the Employee Relations & Development unit should be contacted for
guidance and assistance on this process.
If the issue is not resolved at the first step of the process, employees must contact
the Employee Relations & Development unit to continue the process, as it becomes formal
at that step and it is imperative that timeframes are adhered to since specific rules
must be followed.
The staff grievance procedure is defined in the University System of Maryland (USM)
policy on Grievances for Nonexempt and Exempt Staff Employees (PDF). Faculty grievances are addressed in the Faculty Handbook.
Employee Assistance Program (Inova)
The University System of Maryland employee assistance program is offered through Inova. Inova is a free self-referral and confidential service available to all faculty
and staff, and members of their household, to help with personal and professional
problems that interfere with the successful management of work and family responsibilities.
Services include confidential counseling, legal services, financial services, identify
theft services, work life referral services, online resources including access to
on-demand seminars (PDF), and more. Services are available 24 hours a day, 7 days a week by phone at 1-800-346-0110
(TDD# 877-845-6465), and online at www.inova.org/eap. Provide "towsonu" as the username and password when prompted.