Forms, Policies, & Guides

Manager's Toolkit

TALENT MANAGEMENT

Please visit the Talent & Performance Management section of the website or click the Talent & Performance Management link in the navigation above to learn more about the University's Talent Management process and to access related resources, training and tools.

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:

pERFORMANCE Management:

Performance Management is a term used to describe the University’s integrated, structured process for managing employee performance throughout the fiscal year. The process is used to ensure that every employee has clear goals, receives ongoing coaching and feedback, utilizes a development plan to facilitate professional and career growth and receives a documented annual performance appraisal. There are several elements that make up the twelve month process in addition to tools and resources to support each element. Ultimately, Performance Management is a processs that managers use to motivate and drive accountability for results, assess individual performance, and determine the basis for rewards and compensation.

To access tools and resources, click here.

PAY Forms:

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.