Staff Performance Evaluations
Each institution of the University System of Georgia (USG) shall establish a system of performance evaluation for all classified employees. This system of performance evaluation shall be for the purpose of career development and merit pay increase recommendation. All classified employees shall be evaluated by the supervisor in a systematic manner at specified time intervals, but in no case less than once each year. An employee in their provisional period should be evaluated at least once prior to the completion of the provisional period.
GCSU follows the process and procedures outlined in the applicable USG’s Human Resources Administrative Manual policy on Performance Evaluation and our institution’s specific forms and timelines for the current evaluation period can be found on the Office of Human Resources’ MyGCSU page (Unify credentials required) for Performance Management.
Family Members in the Workplace
While the University encourages the families of faculty and staff to take advantage of opportunities on the campus, it is emphasized that University employees should not allow family members to visit them on a regular or prolonged basis while in the workplace. It is expected that University personnel will make the necessary arrangements for childcare.
Employee Travel
Travel by employees on official business is covered by regulations relating to reimbursement for reasonable and necessary expenses. Employees required to make official trips should understand the regulations by consulting with their supervisor. Tax-exempt forms for Georgia hotel/motel excise taxes are also provided for employees on official business, and may be obtained by contacting their supervisor. An approved Travel Authorization Form is required prior to any official travel.
Disruptive Behavior Policy
While supporting freedom of expression and peaceful dissent, the University, in the interest of orderly operation and preservation of an environment favorable to productive study, has adopted a policy prohibiting disruptive behavior on the part of any student, faculty member, administrator, or employee.
All segments of the academic community are under a strong obligation and have a mutual responsibility to protect the campus community from disorderly, disruptive, or obstructive actions which interfere with academic pursuits of teaching, learning, and other campus activities. Any student, faculty member, administrator, or employee, acting individually or in concert with others, who obstructs or disrupts, or attempts to obstruct or disrupt any teachings, research, administrative, disciplinary or public service activity or any other activity authorized to be discharged or held on any campus of the University System of Georgia is considered by the Board of Regents to have committed an act of gross irresponsibility and shall be subject to disciplinary procedures, possibly resulting in dismissal or termination of employment.
Arrests and Convictions
Any current employee charged with a crime (other than a minor traffic offense) shall report being charged with such crime to the Office of Human Resources and Employee Relations within 72 hours of the employee becoming aware of such charge. Failure to report being charged with such a crime may result in appropriate disciplinary action, including termination of employment. The Office of Human Resources and Employee Relations shall review the nature of the crime and make a determination on what, if any, action should be taken regarding the employee’s employment status until resolution of the charge.
Any current employee who is convicted of a crime (other than a minor traffic offense) shall report such conviction to the Office of Human Resources and Employee Relations within 24 hours of the conviction. Failure to report such conviction may result in appropriate disciplinary action, including termination of employment. The Background Investigation Committee (BIC) shall review the nature of the crime and make a determination on what, if any, action should be taken regarding the employee’s employment status. The BIC shall review the crime utilizing the same standards as it applies in reviewing crimes committed by a candidate for employment but may consider other factors, including the length of employment of the employee and performance reviews.
Cooperation in Internal Investigations
An employee of Georgia College shall cooperate to the fullest extent possible in any internal investigation conducted by his or her employment unit when directed to do so by persons who have been given the investigative authority by the President of the University. Failure to cooperate fully shall be grounds for adverse personnel action, including possible termination of employment.
Purchase of Goods and Services: Use of University Property
Employees of Georgia College are not allowed to purchase goods or services for personal use through University channels. Nor shall any employee permit any University property to be removed from the campus for private use.
Gifts and Gratuities
No official or employee of Georgia College & State University may accept gratuities, courtesies, or gifts in any form whatsoever from any person or persons, corporations, or associations that directly or indirectly may seek to use the connection thus formed for securing favorable comment or consideration of any commercial commodity, process or undertaking (See Ethics Policy).
Conflicts of Interest
A conflict of interest exists when an employee's interests or commitments conflict with or compromise his or her employment responsibilities and affects or provides an incentive to affect the employee's conduct of his or her University activities. Conflicts of commitment occur when a commitment to external activities adversely affect the employee's capacity to meet their University responsibilities. Financial conflicts occur when an employee's direct or indirect financial interests compromise or influence his or her University performance. Employees may not use their institutional position or affiliation for personal gain, or for the benefit of immediate family members, to the detriment of the University. Each GC employee shall make every reasonable effort to avoid even the appearance of a conflict of interest.
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Occupational
- An employee of the University System shall not engage in any occupation, pursuit, or endeavor which will interfere with the regular and punctual discharge of official duties.
- All full-time faculty, administrators, and other professional staff members employed by an institution of the University System are expected to give full professional effort to their assignments of teaching, research, and service.
- Professional employees are encouraged to participate in professional activity that does not interfere with the regular and punctual discharge of official duties provided the activity meets one of the following criteria: (1) is a means of personal professional development; (2) serves the community, state or nation; or (3) is consistent with the objectives of the institution.
- For all activities, except single-occasion activities, the employee shall report in writing through official channels the proposed arrangements and secure the approval of the President or his/her designee prior to engaging in the activities. Such activities include consulting, teaching, speaking, and participating in business or service enterprises.
Consulting
Recognizing that teaching, research, and public service are the primary responsibilities of faculty members in the University System of Georgia, it shall be considered reasonable and desirable for faculty members to engage in consulting activities, which are defined for purposes of this policy as any additional activity beyond duties assigned by GCSU, professional in nature and based in the appropriate discipline for which the individual receives additional compensation during the contract year. GCSU has adopted guidelines governing consulting activities of faculty members which shall include the following:
- A plan for reimbursing the institution for use of the institution's employees, facilities, equipment and/or materials consistent with rates charged outside groups or persons.
- A procedure for obtaining prior approval of the President or his/her designee.
- A procedure for defining and prohibiting conflicts of interest.
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Political
As responsible and interested citizens in a democratic society, employees of Georgia College are encouraged to fulfill their civic obligations and otherwise engage in the normal political processes of society. Nevertheless, it is inappropriate for University employees to manage or enter political campaigns while on duty to perform services for the University or to hold elective political office at the state or federal level while employed by the University. Therefore, the following policies governing political activities are hereby adopted:
- Employees may not manage or take an active part in a political campaign which interferes with the performance of duties or services for which he or she receives compensation from GCSU.
- Employees may not hold elective political office at the state or federal level.
- A candidate for or holder of an elective political office at the state or federal level may not be employed or hold a faculty, staff, or other position at GCSU, with or without compensation.
- Employees seeking elective political office at the state or federal level must first request a leave of absence without pay beginning prior to qualification as a candidate in a primary or general election and ending after the general or final election. If elected to state or federal office such person must resign prior to assuming office.
- Employees may seek and hold elective office at other than the state or federal level, or appointive office, when such candidacy for or holding of the office does not conflict or interfere with the employee's duties and responsibilities to the University.