Principles for Human Resources Management
at the University of Nebraska-Lincoln
The following reflects the values and principles to which university leaders aspire in their daily activities and interactions with members of the office/service and managerial/professional staff.
We believe that the strength of the organization is in its people.
We value integrity and honest communication, and we declare them to be guiding principles in managing the human resources of the campus community.
We value and embrace differences in people and cultures, recognizing that such differences are vital to the excitement and challenges of an academic environment.
We serve many people-including students, faculty, staff, and others-and we make their needs our highest priority.
We value a healthful and safe work environment that supports people working together to achieve the goals of the organization.
We are committed to providing a fair reward structure to employees.
We value every employee's contributions, we expect every employee to meet established performance expectations, and we work to encourage excellence in a variety of ways:
- we treat every person with respect
- we give ongoing informal feedback about performance
- we give formal feedback about performance at least once each year
We support career and professional growth by allowing reasonable time away from work to attend workshops and seminars and by encouraging employees to attend academic classes.
We recognize that work is only one aspect of a person's life, and we support employee efforts to balance their personal and professional lives:
- we provide opportunities for non-traditional work arrangements when it is possible to do so without compromising work efficiency or productivity
- we support employee efforts to maintain good physical, mental, and emotional health.
Hiring Guide & Tools
The reference guides are designed to assist you in the hiring process and ensure compliance with Affirmative Action and Equal Employment Opportunity requirements. The tools are to assist supervisors in their role as hiring managers and enhance their overall knowledge of the hiring and recruitment process.
Onboarding New Employee FAQs
Frequently asked questions about bringing a new employee on board.
Salary Administration & Compensation
NU Values is the compensation and performance management system covering the managerial/professional and office/service employees of the University of Nebraska. Supervisors are key to the success of NU Values. They take an active role in defining jobs and implementing career growth, training and development and effective performance management. Supervisors have a greater interactive leadership capacity within their unit. NU Values enhances creativity, decision-making and flexibility in career management for both the supervisor and the employee.NU Values Salary Administration
Performance Management & Evaluation
Performance management is a partnership between an employee and his/her supervisor to optimize performance, build effective feedback and communication, enhance employee growth and development, and develop goals that are consistent with department/college strategic plans.
Understanding Work Schedules & Rest Periods
Employees must follow established work schedules. The usual work schedule is 40 hours per week, Monday through Friday. Normal work hours at the university are 8:00 a.m. to 5:00 p.m. Work schedules for hourly paid staff normally include an unpaid lunch break of at least 30 minutes. Work schedules provide for one paid 15-minute rest period for each consecutive four hours worked. Learn about more flextime, compensable worktime, overtime (paid and compensatory) and shift differential.Work Schedules & Rest Periods
The role of Risk Management is to protect and conserve the human, property, and financial resources of the University of Nebraska-Lincoln. To this end the university uses a variety of financing methods that include self-insurance and commercial insurance. It is important that all faculty and staff participate in the Risk Management program in order to protect and conserve the assets of the university.Risk Management
Offboarding is the process of an individual leaving the university either voluntarily or non-voluntarily. If there is to be a Reduction-in-Force, please contact Employee Relations at 402-472-3101.
Employee Relations can assist you when:
- You want to discuss methods for motivating employees
- You are anticipating corrective action/dismissal for an employee
- There is a conflict at the work site
- You need help with interpretation of Human Resources policy
- You have questions about performance evaluations, supervisory training, the university grievance process, or Reduction In Force