Question: “I need some clarification on how appraisals are done. How does each area of the university having their own “requirements” make it fair across the board ? Shouldn’t each appraisal format be equal for all across divisional boundaries for the university as a whole ? “ “Can VPs set or revise departmental/divisional standards?”

Answer: Policy provides for consistency across the board by requiring the use of each employee’s GOJA as the basis for developing performance expectations and evaluating employees. The consistency lies in the process. It is up to each supervisor to properly evaluate his or her staff in a fair and consistent manner. The appraisal forms and format remain universal across the university. This also provides for consistency.

Additionally, supervisors are encouraged to establish performance standards for their employees that will achieve a “meets standards” rating. In this manner, standards for employees performing the same duties and having the same title, reporting to the same supervisor, should be the same.

Two employees who share the same job responsibilities, job title, supervisor, and perform at the same level should receive the same score. However, differences in job duties, job title, or the performance of assigned duties, can cause a difference in ratings and scores. It is up to supervisors and managers to determine how each of their employees is performing against the set standards.

Also, VPs may establish a general performance appraisal policy or philosophy for their divisions.

Administrative Officers and supervisors are required to meet the same standards for several items listed on Section I of the performance appraisal document. All supervisors must be assessed on “Leadership,” “Employee Development,” and “Employee Appraisal.” Administrative Officers must also be assessed on “Employee Recruitment.”

Managers and employees are encouraged to attend the performance appraisal training conducted by Human Resources every semester. The next training session will be held in November.

More information on this topic can be found in UPPS 04.04.20: Staff Performance Appraisal Policy at the link, below:

http://www.txstate.edu/effective/upps/upps-04-04-20.html

Question: How many classes would an adjunct faculty member have to teach per semester to qualify for TRS?

Answer: Adjunct faculty or “per course” faculty are not benefits eligible. They are paid a flat rate for each class they teach. Retirement benefits are determined on a Full Time Equivalent (FTE) basis. When paid a flat rate, there is no FTE. In order to be eligible for TRS, you must have an FTE of 50% or higher.

Question: I am a faculty member and expect to be on an unpaid leave for the 2004-2005 academic year. I will be directing a program during Summer I where I will be paid through a stipend and have no FTE. I will be teaching two courses on campus Summer II with a 100% FTE. I am also on a salary spread. Can you tell me when my benefits will end?

Answer: Since you are going to have a 100% FTE in Summer II, you will continue to be eligible for retirement and insurance until 08/31/04. Retirement contributions will be taken from the stipend as well as the salary spread pay. Health insurance contributions (if applicable) will be taken from your salary spread pay only. If you were not on salary spread, you would have had to pre-pay your insurance for the month you are only getting a stipend. Pre-pay can be deducted in June or can be provided to us by personal check. During the period you are on a “Leave without Pay” status, you must pay for your insurance through ERS directly.

Question: Can you explain the University’s Wellness program and are all university employees eligible to participate in the Wellness Program?

Answer: The Texas State Wellness Program was designed to encourage REGULAR faculty and staff employees ONLY to utilize on-campus facilities to achieve and/or maintain an improved level of personal health. There are various voluntary wellness related activities that qualify as eligible release time including:

Approval from your account manager must be secured prior to participation in the Wellness Program. The account managers are expected to make reasonable efforts to accommodate requests for participation. When a request for participation is denied, the account manager will provide the employee with a written memo explaining why the work flow in the department will suffer due to the employee’s absence.

If approved, the employee shall receive thirty (30) minutes per day release time to participate in the wellness activity of their choice. Release time may not be granted for participation in wellness activities off the Texas State campus. Release time is paid time and does not have to be made up. Release time cannot be accrued. For more information concerning the Wellness Program see UPPS 04.04.32 at http://www.txstate.edu/effective/upps/upps-04-04-32.html.