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: A. Employment 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. B. Benefits The University of Maryland System shall offer a comprehensive range of benefits to attract and retain quality personnel and to enhance employee morale and productivity. 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. C. Compensation (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 component. 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.