Forms, Policies, & Guides

Manager's Toolkit

The employee life cycle is an organizational model that frames the employee-university relationship in six stages from pre-recruitment to post-separation.  By applying this model, you can measure overall organizational effectiveness, manage a workforce to increase performance, and maximize savings on the costs of hiring, developing, and managing top talent.  The forms, templates and tools below are organized according to when they may be used within an employee's life cycle with the University. 

Recruitment:

It is important to hire the most qualified people you can find.  Seek out individuals who are talented, above and beyond their skill set. Training can enhance an individual's skills, but talent cannot be taught. During the recruitment process, you will attract and screen job candidates, write the job description, develop your recruitment strategy, post the position, review applications, and interview candidates. Below are several tools that may assist you in the recruitment process:

Selection:

Knowing how to select qualified candidates can save time and money if the process is formalized and structured to ensure the best candidate is hired. The most effective selection process assesses any adverse impact, uses valid and reliable employment tests, and is legally compliant.  During this process, you will phone screen and interview candidates, extend an offer to a selected candidate and perform reference and background checks. Below are several tools that may assist you in the selection process:

OnBoarding:

You only have one chance to give a new hire a positive experience, and welcome them to the University of Chicago. Getting to Know UChicago is the University's 12-month process to help newly hired staff members become familiar with the campus community. The process begins prior to a new hire's first day and continues through the first 12 months.

Below are several tools that may assist you in ensuring that your new hire is properly oriented to the University:

Talent Management:

After you have attracted a talented workforce, you must effectively manage and develop your employees in order to achieve organizational goals and establish a working environment that encourages staff retention.

Performance Management: Performance management is a systematic approach to align the department's goals and performance with each employee's goals and performance.  Employee performance management includes planning work and setting expectations,continually monitoring performance, developing the capacity to perform, periodically rating performance in a summary fashion, and rewarding good performance.

Employee Transition:

Transition comes in two forms--voluntary or involuntary. Below are tools that may assist you in managing an employee's transition from the University.

Contact your Human Resources Generalist if you have any questions about any stage of the employee life cycle.