Human Resources
Overview
CWHR covers all HR services that the University offers, directly supported by the School of Medicine Human Resources department. Few actions are completed in-house, however our staff does have HR, TIM, and Benefits knowledge to share and can help you collect the information you need to initiate actions, postings, funding changes, and more. We also serve as a guide to research staff as they seek information pertaining to their position, rights within the University, and benefits.
Contact
Kyle Potts (kyle_potts@med.unc.edu) is our School of Medicine Human Resources Consultant who will process the bulk of your HR actions.
Time Cards (TIM)
Each supervisor is responsible for ensuring their employees are accurately recording their time cards. Every two weeks, we will ask supervisors to enter TIM, review their employee’s time cards and mark them approved.
Link to: TIM Training
Hiring Processes and Time Frames
The following information may be used to better understand the processes and time frame of hiring at multiple levels. New temporary or SHRA positions may take longer to complete than positions that have previously been filled due to the approval process required to request the new position.
New Position Approval: Immediate
Posting Length: No posting required
Time from Selection to Offer: Immediate
Information Required to Initiate Posting: None
Information Required to Make an Offer:
- Student name
- PID
- Hourly rate
- Supervisor name
- Start date
- Projected end date
- Estimated hours per week
New Position Approval: One week
Posting Length: Three days minimum
Time from Selection to Offer: One to two weeks
Information Required to Initiate Posting:
- Job Title
- Pay scale
- Pay range to be advertised to applicants
- Hours per week
- Position start and end dates (these can later be modified)
- Supervisor name
- Job expectations
- Minimum education and experience requirements
- Posting opening and closing dates
Once a position is approved for posting, supervisors may monitor the application process via PeopleAdmin. When the position closes, the supervisor begins a review of all applications, selects the candidates they would like to interview, and forwards those applications for interview approval (HR & EEO). After this approval and the resulting interview process, the supervisor proceeds with the following:
Information Required to Make an Offer: Once a candidate is selected the following will be required:
- A completed background check form from the candidate
- Offer amount
- Proposed start date
New Position Approval: Minimum three to four weeks
Posting Length: Five days minimum
Time from Selection to Offer: One week to a month, depending on selected candidate
Information Required to Initiate Posting:
- Job title
- Pay scale
- Hours per week
- Pay range to be advertised to applicants
- Position start date
- Supervisor name
- Position description
- Essential skills knowledge and abilities for the position
- Preferred qualifications
- Required licenses/certifications
- Additional position attributes
- Supplemental questions
- Posting opening and closing dates
Once a position is approved for posting, supervisors may monitor the application process via PeopleAdmin. When the position closes, the supervisor begins a review of all applications, selects the candidates they would like to interview, and forwards those applications for interview approval (HR & EEO). After this approval and the resulting interview process, the supervisor proceeds with the following:
Information Required to Make an Offer: Once a candidate is selected the following will be required:
- Completed background check form from the candidate
- Offer amount
- An explanation outlining the supervisor or selection committee’s justification for hiring and chosen pay rate
- Proposed start date
Points to Remember
- All stated times are estimates and may take longer or shorter depending on each unique situation.
- No potential employees may begin work until HR provides permission for the new employee to start.
- Temporary and SHRA employees all require at least three candidates be interviewed for each position using the same set of questions.
Employee Raises
Supervisors/managers can reach out to Kyle Potts (kyle_potts@med.unc.edu) for guidance and options for salary increases.
Performance Management
Within 30-days of joining a department or undertaking a new position, an employee is required to review their work plan with their supervisor. A revised work plan can be created anytime there is a change in a position’s duties. Each April, performance evaluations are conducted based on the most current work plan. Both employee and supervisor review the employee’s performance and have an opportunity to provide feedback. Out-of-cycle performance evaluation can be conducted anytime.
Dispute Resolution
Employee & Management Relations (E&MR) in the Office of Human Resources (OHR) handles all grievance and dispute resolution services, including facilitated conversations. Kyle Potts (kyle_potts@med.unc.edu) can consult with you to determine your best course of action.