ÍÃ×ÓÏÈÉú

(Approved by USM BOR on April 21, 2017; ÍÃ×ÓÏÈÉúPresident on July 1, 2017)

1. Purpose

   The purpose of this policy is to establish the fundamental elements and policies of a comprehensive Human Resources Management Program of University of Maryland Global Campus (UMGC), as authorized by the University System of Maryland (USM) Board of Regents (BOR) on February 13, 2015 and Sections 12-110(a)(1) and 12-111(c) of the Education Article of the Annotated Code of Maryland and intended to achieve the following goals:

   1. The recognition that the employees of ÍÃ×ÓÏÈÉúare among UMGC's most valuable assets;

   2. The recruitment, selection and retention of well-qualified employees, consistent with its commitment to Affirmative Action and Equal Employment; and

   3. The provision of effective and efficient Human Resources services that support the delivery of high quality education programs for ÍÃ×ÓÏÈÉúand the State of Maryland.

2. Applicability of ÍÃ×ÓÏÈÉúHuman Resources Policies

   1. ÍÃ×ÓÏÈÉúHuman Resources policies (ÍÃ×ÓÏÈÉúHR Policies) replace and supersede all prior ÍÃ×ÓÏÈÉúpolicies related to personnel and human resources. Effective July 1, 2017, ÍÃ×ÓÏÈÉúand its employees are not subject to Section VII of USM Policies and Procedures, as authorized by the USM BOR on February 13, 2015, except USM BOR , , , , and .

   2. ÍÃ×ÓÏÈÉúHR Policies shall apply to all ÍÃ×ÓÏÈÉúRegular Status employees, including Nonexempt, Exempt and Overseas Staff employees. ÍÃ×ÓÏÈÉúHR Policies shall not apply to Faculty or Contingent Status employees unless specifically referenced.

   3. Nonexempt Staff employees who are included in the representation of the collective bargaining unit are subject to the Memorandum of Understanding (MOU) between ÍÃ×ÓÏÈÉúand such bargaining unit and applicable ÍÃ×ÓÏÈÉúHR Policies. To the extent that there is a conflict between the MOU and applicable ÍÃ×ÓÏÈÉúHR Policies, the MOU shall prevail. The MOU may be modified by the terms of a collective  bargaining agreement signed by the President and ratified by the USM BOR under Title III of the State Personnel and Pensions Article of the Annotated Code of Maryland.

   4. All ÍÃ×ÓÏÈÉúHR Policies shall apply to employees as specified in the particular policy, except to the extent that a policy provision may be superseded by a change in Federal or State law that creates an inconsistency between the policy and current legal requirements.

   5. ÍÃ×ÓÏÈÉúreserves the right to amend the ÍÃ×ÓÏÈÉúHR Policies at any time. Any substantive policy changes are subject to review and approval by the President and USM BOR. Non-substantive policy changes or changes mandated by law are subject to review and approval by the President.

3. Scope and Authority

   1. General Authority
      On February 13, 2015, the USM BOR delegated to the President the authority to establish the ÍÃ×ÓÏÈÉúHuman Resources Management Program (the HR Program), in consultation with UMGC's Executive Committee.

   2. HR Policies and Procedures

      The ÍÃ×ÓÏÈÉúHR Program shall be governed by ÍÃ×ÓÏÈÉúHR Policies approved by the USM BOR.

      1. The ÍÃ×ÓÏÈÉúHR Policies shall provide for an appropriate balance between institutional mission and ÍÃ×ÓÏÈÉúresponsibilities, consistent with Federal and state laws.

      2. ÍÃ×ÓÏÈÉúmay develop and adopt procedures to support implementation of the ÍÃ×ÓÏÈÉúHR Policies and address human resources management and operational concerns.

      3. The ÍÃ×ÓÏÈÉúHR Policies and any applicable procedures shall be made available on UMGC's website.

   3. Authority

      1. Under the general direction of the President or designee and consistent with ÍÃ×ÓÏÈÉúHR Policies, the Chief Human Resources Officer (CHRO) is assigned the authority to

         1. Administer all elements of UMGC's human resources function;

         2. Develop, revise, interpret and administer policies, procedures, rules, standards, and practices to ensure compliance at UMGC, including the authorization of appropriate exceptions where such authority has been delegated by the President or designee;

         3. Appoint or serve as the lead negotiator for ÍÃ×ÓÏÈÉúcollective bargaining;

         4. Administer applicable pay and compensation plans;

         5. Develop new and revised job class specifications, including job titles and job descriptions, in the Nonexempt, Exempt and Overseas Staff pay programs;

         6. Work in conjunction with USM and State agencies for State of Maryland retirement and health benefit programs for ÍÃ×ÓÏÈÉúemployees.

         7. Develop, implement and coordinate employee development and training programs;

         8. Carry out other human resources responsibilities and functions as directed by the President or designee;

         9. Delegate functions within the scope of the CHRO's authority to appropriate members of UMGC's Human Resources staff; and

         10. Execute appointment letters for Regular Status employees and contracts with Contingent Status employees.

      2. Any exceptions, modifications, or waivers of the ÍÃ×ÓÏÈÉúHR policies must be reviewed and approved by the President or designee.

4. Elements of the ÍÃ×ÓÏÈÉúHR Program

   The ÍÃ×ÓÏÈÉúHR Program, as embodied in ÍÃ×ÓÏÈÉúHR policies, shall include, at a minimum, the following elements:

   1. Employment

      1. ÍÃ×ÓÏÈÉúshall recruit, select, and retain a well-qualified, diverse, competent, innovative, and creative workforce committed to serve ÍÃ×ÓÏÈÉúand the public.

      2. ÍÃ×ÓÏÈÉúshall have written procedures to describe the process by which it recruits, selects, and appoints employees.

   2. Ìýµþ±ð²Ô±ð´Ú¾±³Ù²õ

      1. ÍÃ×ÓÏÈÉúshall offer a comprehensive range of benefits to attract and retain high-quality employees and enhance employee morale and productivity.

      2. The range of benefits shall include:

         1. Those benefits required under State law for State employees, including employees of UMGC; and

         2. Other benefits authorized by the President, upon recommendation of the CHRO.

   3. Compensation

      1. Upon recommendation of the CHRO, the President may approve a ÍÃ×ÓÏÈÉúExempt Pay Program to be applicable to Exempt and Overseas Staff employees. The ÍÃ×ÓÏÈÉúNonexempt Pay Program approved by the USM BOR shall apply to ÍÃ×ÓÏÈÉúNonexempt Staff employees, as amended by ÍÃ×ÓÏÈÉúHR Policies.

      2. UMGC's Pay Programs shall include consideration of the following:

         1. cost-of-living adjustments (COLA), if permitted by the Maryland General Assembly for State employees;

         2. merit increases;

         3. variable compensation, unless prohibited by law;

         4. salary structures and schedules for various job categories; and

         5. salary adjustments and other compensation-related items.

   4. Performance Review

      1. ÍÃ×ÓÏÈÉúshall provide an equitable and valid performance review process that fosters employee development, excellent performance, and consistent personnel administration.

      2. Written performance reviews shall be administered at least annually.

   5. Employee Relations

      1. ÍÃ×ÓÏÈÉúrecognizes the dignity and rights of its employees as individuals and expects its employees to act with discretion, professionalism and integrity at all times.

      2. ÍÃ×ÓÏÈÉúshall conduct its HR Program consistent with all relevant legal requirements, including federal and state anti-discrimination laws, Maryland law related to collective bargaining, and other federal and state laws as applicable to its employees.

      3. Employee grievances shall be resolved in an orderly and timely manner consistent with the ÍÃ×ÓÏÈÉúHR Policies and/or MOU in an environment of impartiality and mutual respect.

         1. Employees and supervisors shall make every effort to resolve differences informally.

         2. Appropriate formal grievance procedures that conform to all legal requirements, and ÍÃ×ÓÏÈÉúHR Policies and MOU shall be posted on UMGC's external or internal website.

   6. General Conduct and Working Conditions

      1. ÍÃ×ÓÏÈÉúshall provide an environment that promotes the safety, health, and general well-being of its employees.

      2. Each employee will uphold appropriate standards of conduct, including adherence to all applicable ÍÃ×ÓÏÈÉúpolicies and procedures.

Implementation Procedures

The ÍÃ×ÓÏÈÉúPresident has designated the Chief Human Resources Officer (CHRO) to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the ÍÃ×ÓÏÈÉúcommunity; and to post the policy and any applicable procedures on the ÍÃ×ÓÏÈÉúwebsite.

Replacement for:

• USM BOR VII-1.00: Policy on the USM Human Resources Management Program