213.0 VII-6.00 - INTERIM POLICY ON HUMAN RESOURCES MANAGEMENT
(Approved by the Board of Regents, July 26, 1990)
I. Subject to limitations established by law, the Board of
Regents is empowered by Sections 12-110(a)(1) and 12-111(c)
the Education Article of the Annotated Code of Maryland to
establish a human resources management program.
II. The Board of Regents recognizes that among the most
valuable assets of the University System are its employees.
It is the policy of the Board of Regents to recruit, select
and retain well-qualified employees in accordance with its
commitment to affirmative action and equal employment, and
to provide for an efficient and effective human resources
management program for administrative and classified
personnel that supports the delivery of high quality
education and research services in public higher education
in the State of Maryland.
III. The Board of Regents delegates to the Chancellor the
authority to establish a comprehensive University of
Maryland System Human Resources Program. The Chancellor,
following consultation with the chief executive officers,
shall develop the University of Maryland System Human
Resources Management Program Manual which shall provide for
an appropriate balance between institutional missions and
System responsibilities and which shall be consistent with
Federal and State laws. Further, each institution and
component shall develop a human resource manual which shall
include Board of Regents' provisions, and institutional
procedures. A copy of these manuals shall be submitted to
and retained in the Personnel Office of the University of
Maryland System Administration.
IV. The Chancellor may delegate to the chief executive officers
of the institutions and centers such authority as required
for effective management of the University of Maryland
System Human Resource Management Program. The University
System Human Resources Management Program shall be
developed and implemented in accordance with the following:
Each constituent institution and component shall
recruit, select, appoint and retain a well-qualified,
diverse, competent and creative work force committed to
service to the public and the University System.
Each constituent institution and component shall have
written procedures to describe the recruitment,
selection and appointment process for employees. These
procedures shall describe the manner in which all new
employees will be recruited, selected and appointed.
The University of Maryland System shall offer a
comprehensive range of benefits to attract and retain
quality personnel and to enhance employee morale and
The Board of Regents, upon recommendation from the
Chancellor, shall approve all changes to the benefits
and leave programs, except those required by State Law.
(Retain interim policy on compensation pending
completion of the Compensation Study.)
The Board of Regents, upon recommendation by the
Chancellor, shall approve each year a pay program that
shall consider: cost-of-living adjustments, merit
increase and salary adjustment guidelines, salary
schedule(s) and other compensation-related items.
D. Performance Appraisal
(Retain current policies on performance appraisal
pending completion of the compensation study.)
The University of Maryland System shall provide an
equitable and valid performance review process which
fosters employee development and excellent performance
and which ensures fair personnel administration.
Written performance evaluations shall be administered
at regular intervals, minimally on an annual basis.
E. Employee Relations
The University of Maryland System recognizes the
dignity and rights of its employees as individuals and
expects its employees to act with judgment, discretion
and integrity at all times. Employees and their
supervisors shall make every effort to resolve
differences informally and shall consider all available
alternatives for resolution of problems at this level.
It is expected that grievances will be resolved in an
orderly and timely manner in an environment of
impartiality and mutual respect. Formal grievance
procedures shall be in conformity with applicable
federal and State laws.
F. General Conduct and Working Conditions
Each constituent institution shall provide an
environment that promotes the safety, health, and
general welfare of its employees. Each employee will
uphold appropriate standards of conduct and adhere to
all applicable Board of Regents policies, provisions of
the Systemwide Human Resource Program Manual, and
procedures established at each institution and
V. This policy does not supersede or replace any policy
pertaining to Faculty as specified in Bylaws, Policies and
Procedures of the Board of Regents.