Online Job Aid
The following job aid serves as a single location for you to find the information and tools that are covered in the New Leader Orientation program.
Job Aid
Click on the links below to find more information on each topic.
Emory Recruiting strategically partners with managers as soon as they have an open position. Recruiting team members help managers define the position, set the criteria for the candidate search and find the most ideal candidate. Recruiting also assists with creating a strategy for evaluating your candidate, making the job offer, and preparing the new hire for their first day.
Key points
- Every position is important.
- Call Emory Recruiting as soon as you have an open position.
- Hiring is a partnership between Emory leaders and Emory Recruiting.
Links
Resources
As an Emory leader, it is important to create an onboarding process that prepares your new hires to be successful in their roles and easily transition to joining your team. While the daily tasks of Emory’s staff and faculty differ significantly from role to role, there are some standard steps which all managers can include in their onboarding program.
Key points
- Create an onboarding plan which addresses both the logistical and emotional needs of your new hires.
- Organize your onboarding plan according to a timeline. A recommended breakdown is before the first day, the first day, the first week, and the first month.
- The onboarding process is designed by the leader but should include the whole team in the process of welcoming your new member.
Resources
Performance Management is a strategic and integrated approach to enhancing the performance of people within an organization. It includes:
- Evaluating the performance of employees
- Holding employees accountable
- Providing regular, ongoing feedback
- Helping each person to fulfill their potential
Emory's Performance Management process is designed to facilitate communication between the employee and his/her manager regarding the job performance and accomplishments during a specified period. The process is structured to encourage an increased exchange of information between the supervisor and the employee. Supervisors and employees share responsibility for the process.
Key points
- Leaders need to become familiar with Emory’s Performance Management competencies and process.
- Leaders need to take the time to share Emory’s Performance Management competencies and process with their team, and have individual conversations to set expectations.
- Leaders need to set time aside to meet with their team members to review their performance and have conversations focused on the future rather than the past.
Emory Competencies
The WHAT:
- Delivering Results
- Problem Solving
- Functional Knowledge and Skills
- Service to Others / Customer Focus
The HOW:
- Building Trust
- Collaboration
- Communication
- Taking Initiative
Resources
The Employee Relations Department focuses on promoting good management practices and workplace behaviors, positive working environments and relationships, and on complying with Human Resources policies and procedures. Employee Relations assists individuals and departments on how to work through problems and differences to make the work environment more positive, enjoyable and less stressful. To learn more, please about our services, please explore the Employee Relations Services for Leaders.
Key points
- It is important to know Emory’s policies of conduct.
- We are a partner for Emory leaders. If you are unsure about any situation, contact Employee Relations for consultation.
Policies
- Open Door Policy
- Performance Management Policy
- Standards of Conduct Policy
- Progressive Discipline Policy
- Substance Abuse/Drug-Free Workplace Policy
- Statement of Confidentiality Policy
- FMLA Policy
Resources
Contact Information
Different departments are served by different contacts within Employee Relations. View Employee Relations Departmental Designations
The Emory Faculty Staff Assistance Program (FSAP) is the employee assistance program for Emory University and Emory Healthcare employees. Their mission is to promote employee well-being by providing services that enhance emotional, behavioral and organizational health. They do this by offering various counseling, coaching and team services which are included as part of your benefits package at Emory. Many of their services are available to your immediate household family members as well.
FSAP focuses on a holistic approach to health, which in part means a healthy mind and a healthy organization. They do this by offering three core services:
- Behavioral Mental Health
- Education and Outreach
- Team Dynamics
FSAP’s scope of services ranges from prevention to crisis intervention.
Key points
- FSAP is a partner for Emory leaders to help their employees enhance emotional, behavioral and organizational health.
- FSAP has three core services: Behavioral Mental Health, Education and Outreach, and Team Dynamics. Many of their services are available to you and your team’s immediate household family members as well.
- Leaders should know what is offered at FSAP and how to access these resources when the needs arise.
Resources and Offerings
Contact Information
The Work Life Resource Center was developed to help support Emory Employees when life changes arise. Part of the center’s role is to identify existing resources which could serve Emory employees, and collaborate with people managers. The main program areas they are responsible for include:
- Dependent Care
- Workplace Flexibility
- Financial Wellness Programs
- Workplace Flexibility
Key points
- The WorkLife Resource Center is a resource available that can help you solve complicated problems which straddle work and life.
- As a leader, it is important to be able to recognize the signals your staff may be struggling with work and home life conflicts; partner with the WorkLife team when you do.
- Leaders should know what is offered at the WorkLife Resource Center and how to access these resources when the needs arise.
Resources
Contact Information
The quality of the benefits at Emory University helps to drive recruiting and retention of high quality staff. As a manager, knowledge of Emory's benefits not only helps you recruit an excellent team, but also gives you a variety of tools to support your team members. Emory's benefits touch on each step of an employee's lifecycle at Emory. These are:
- The Initial Hire
- Unexpected Leave
- Expected Leave
- Employee Development
- Security
- Everyday Life
- Leaving Emory
Key points
- A well-informed leader is key to employee satisfaction.
- Know Emory’s benefits and how to guide your team to access these resources.
- Show your employees that you care about them personally and professionally.
Resources
- Emory Benefits Eligibility and Enrollment
- Staff Eligibility
- Faculty Eligibility
- Residents and Post-Doctoral Eligibility
Contact Information
Healthy Emory is an umbrella term and internal brand that covers the entire Emory enterprise. It comprises programs and services that are offered by a variety of internal functions including Health & Wellness, FSAP, Work Life and Benefits.
Healthy Emory's Vision
Emory is a community that is committed to creating and sustaining a culture of well-being, using its expertise in research, health care, and higher education to engage, inspire, and support everyone to live healthy and flourish.
Healthy Emory’s Guiding Principles
- Address the significant health needs of our diverse populations.
- Maximize participation within the Emory community while supporting individual employee.
- Support the achievement of realistic goals among the populations we serve.
- Be data informed in our program planning, implementation & evaluation.
- Protect personal health information.
- Offer a variety of accessible options for individuals, teams, departments and divisions to positively influence employee health and well-being.
- Promote a healthy work environment through shared responsibility with other key stakeholders.
- Engage our employees in planning, implementation, and evaluation of our programs and services.
Key points
- Understand the importance of employee health and well-being and the positive effects it can have on individual employees, their team, department, division and worksite.
- Recognize and embrace their role in supporting and promoting employee health and well-being.
- Become aware of resources/tools available to help them promote health and well-being.
- Inspire them to act to create a healthier culture for their team, department, division and worksite.
- Know that Healthy Emory activities are designed to have a positive influence on employee’s health, well-being and productivity.
- Realize that one of Healthy Emory’s goals is to weave employee health and well-being into the very fabric of the Emory community both at work and at home. Employee health and well-being is not just something “extra” to do.
Resources
Contact Information
Learning and Organizational Development at Emory is designed to be a tool to maximize employee potential. Learning was merged with Organizational Development because they are two parts of a continuum, rather than two separate entities at Emory. Together, they help maximize employee potential and ensure your teams are working effectively.
Central to Learning and Organizational Development’s goal is a desire to drive employee motivation by focusing on two main aspects of the workplace:
- The development of teams and individuals through training and skill building.
- The improvements of the conditions of the team and the cohesiveness of the workplace to ensure there is adequate engagement.
Key points
- Always look for opportunities to develop your team members.
- Have regular conversations with your team in order to understand their goals and build professional development plans.
- Know Learning and Organizational Development’s resources and make them available to your team.
Learning Programs and Courses
- Excellence Through Leadership
- Emerging Leaders at Emory
- Essentials of Leadership at Emory
- Aspiring Leaders and Emory
- Administrative Professional Program
- General (open enrollment) Courses
Organizational Development Services and Resources
OD services help organizations increase their effectiveness through a variety of interventions, depending on need and organizational level. Some involve a modest fee if outside vendor assessments/materials are used.
- Individual Development
- Talent and Team Development
- Strategy Development
- Organizational Engagement and Assessment