Supervisor Resources

Combating sexual violence is a top priority to provide for the safety of our campus community. To address this priority, and to comply with new federal requirements, all new employees are required to take an online course, Building a Culture of Respect: Responding to Sexual Violence, Harassment, and Discrimination. We hope and expect that all current employees will take this new online course as part of our ongoing education and training requirements, even if you have viewed the original Respect at Cornell online program.

A-Z Index of Cornell Policies

Inclusion and Belonging at Cornell

Absences From Work (includes Vacation, Holiday, Sick Leave, Health Care and Personal Leaves, Catastrophic Leave Donation, Funeral Leave, Jury Duty/Court Appearance, Voting, Military Leaves of Absence and Military Leave Policy Amendments, Volunteer Firefighter and Emergency Medical Technician Leave)

Flexible Work - Please contact Library Human Resources if you would like additional information.

Disability Accommodations

Harassment Protocol (April 2022) and Harassment Protocol Context and Considerations (April 2022)

Pay Practices & Guidelines

Holidays

Employee Discipline

Employee Complaint and Grievance Procedure

Reporting to the University

University Volunteers

Stress Management

Faculty and Staff Assistance Program (FSAP) - This program offers free, confidential, professional counseling and consultation services by telephone or in person. All Cornell University benefits-eligible faculty, employees, and their dependents are eligible to participate.

Employee Emergency CARE Fund

Learn How to Recognize and Respond to Students, Friends, and Peers in Distress

Mental Health at Cornell

Performance Management - The performance management process is designed to promote communication between supervisors and employees, improve job understanding, promote more effective job performance and on-the-job development, and provide a basis for salary improvement decisions. All annual performance reviews are conducted in Workday.

90-Day Performance Evaluation - A 90-day probationary period is required upon initial employment as a regular, non-exempt, full-time or part-time employee. Employees returning to work from a break in service, returning to work from a university leave, or temporary employees who are appointed to a regular full-time or part-time position are also impacted. Library Human Resources will communicate with the supervisors of endowed employees to ensure that this process is completed. The intent is to provide positive feedback, reinforce good performance, or identify problems and the need for additional training.

Expectations for Supervisors - Supervisors are agents of the University in their relationships with employees, faculty, students, alumni, and the general public; they are responsible for maintaining the highest standards of the University in those relationships.

Supervisor Development Programs - Library employees stepping into a new supervisory role should plan to attend this program.

Leader & Team Development - Information designed to assist managers in their recruitment, performance management, and leadership responsibilities.

Guidelines for Giving Employment References