Human Resources News & Events
New Compensation Initiative Kickoff, View2022
At the University of Mississippi, we seek to be a model employer so we may continue to attract, engage, and retain the best talent. Part of this is having the right approach when providing equitable compensation with clarity and responsible stewardship. As such, we are excited to announce the kickoff of “View2022”. The new classification and compensation structure, based upon current up-to-date practices, will offer a user friendly, easy to navigate platform that provides clear pathways for advancement. Read more!
Performance Reviews This Week: Manager Confirms the In-Person Performance Discussion Meeting
As of August 1, all performance reviews are with the immediate supervisor for the performance review discussion with the employee. During the scheduled 1-1 meeting with the employee, the supervisor will have an opportunity to review and discuss the ratings, comments, and overall performance.
Please refer to the “Due Date” listed at https://hr.olemiss.edu/performance/performance-steps-and-dates/. The due date displayed on the form is the following day and the form may no longer be available on that date.
You may access the performance forms at connectu.olemiss.edu.
Review complete performance details, including information regarding Zoom drop-in hours for assistance, at https://hr.olemiss.edu/performance-reviews/.
RebelWell Adds More Wellness Options for Employees
RebelWell, the University of Mississippi‘s initiative to foster healthy lifestyles among employees, has expanded its offerings to include confidential mental health counseling, financial counseling and other wellness and work-life balance resources.
The new services are offered through the Deer Oaks Employee Assistance Program. All services are free and confidential and available to benefits-eligible employees, their dependent children and anyone living in their household.
Start taking advantage of the services today!
Occasional Work from Home
Occasional “work from home” arrangements may be approved for a variety of circumstances. Examples include, but not limited to, inclement weather, special projects, business travel, or waiting for repair or internet services. These arrangements are approved by the managing supervisor on an as-needed basis only, with no expectation of ongoing continuance.
Other informal, short-term arrangements may be made for employees on family or medical leave to the extent practical for the employee and the organization and with the consent of the employee’s health care provider, if appropriate.
All informal, occasional telework arrangements are made on a case-by-case basis, focusing first on the operational needs of the department and campus. As this arrangement is informal, there is not a formal process to request the occasional, sporadic, as needed, ad-hoc arrangement.
Information regarding for formal, long-term arrangements may be found within the “Flexible Work Location” policy.
Separation of Employment
(including employees transferring out of the department) Process Overview
It is the responsibility of the department chair or head of the department to ensure the separation (offboarding) notifications and forms are submitted for an employee transferring to another unit on campus or leaving the University.
- Submit a Separation Notification, https://hr.olemiss.edu/separation-of-employment/, alerting the appropriate offices of the upcoming separation or transfer.
- Submit an electronic, HR Form 3 – Change of Status (for separation of employment from the University), in a timely manner.
- Complete the Exit Checklist no later than the employee’s last day of employment within the department.
The Department of Human Resources will provide an Exit Questionnaire for the employee to have an opportunity to provide feedback regarding the work experience, supervision, general working conditions, diversity & inclusion.
Benefit-eligible employees leaving the university will receive details regarding their existing benefit plans. Once an employee receives their last pay check, an employee shall be paid for the unused portion of his/her earned Personal (vacation) Leave to a maximum of 240 hours.
All policies are available at policies.olemiss.edu.
Effective 05/03/2021, members of the Human Resources team will no longer accept forms and formal requests to their personal individual email accounts. To ensure that documentation is attended to during times of vacations, attrition, and staff changes, all forms and requests should be sent to the appropriate department email account:
Form 19 Permission to Take Course
Form 9 Outside Employment
General HR inquiries, including performance-related questions
Benefits-related forms and inquiries
Search Committee inquiries
Student Onboarding concern/questions
Wage garnishments and employee verification
The use of personal individual email accounts is appropriate when following up with the specific individuals.
Check out our worksite wellness site, RebelWell@Work!
With such a significant percent of employees’ time spent in the workplace, worksite wellness is essential. Wellness is a lifestyle that encourages good physical and mental health. Programs that focus on worksite wellness ultimately benefit everyone involved: an employee’s quality of life is improved, which supports efficiency and raises quality of work in the workplace.
This is why we have RebelWell. RebelWell is a campus and community wellness program designed to support employees as they adopt and sustain behaviors that reduce health risks, improve quality of life, and enhance personal effectiveness. We offer a variety of activities such as health fairs, medical screenings, nutritional cooking programs, on-site fitness classes, and more. Check out this site to find wellness programs and activities right for you.
The University of Mississippi provides equal opportunity in any employment practice, education program, or education activity to all qualified persons. The University complies with all applicable laws regarding equal opportunity and affirmative action and does not unlawfully discriminate against any employee or applicant for employment based upon race, color, gender, sex, pregnancy, sexual orientation, gender identity or expression, religion, citizenship, national origin, age, disability, veteran status, or genetic information.