The University of Tennessee is committed to facilitating a workplace culture that promotes responsible and ethical behavior. A new code of conduct, applicable to University of Tennessee employees, has been revised:
- To better facilitate a UT workplace culture that promotes responsible and ethical behavior
- To better facilitate University compliance with standards established by federal guidelines
The code does not replace existing University policies but supplements and clarifies procedures and rules in areas such as respecting others, reporting violations and avoiding conflicts of interest.
To learn more about the code, please visit www.tennessee.edu/code
To view HRO 580 Code of Conduct, please visit University Policies
Your W-2 (Employee Wage and Tax Statement) form for tax year 2012 is now available online. You will also be receiving a paper W-2 form by the end of January. If you do not receive this paper form, or need to re-print it for any reason, you may now do so by visiting the site listed below. In addition to tax year 2012, you may view, print, and download W-2 forms for any year back to 2002.
In order to access your online W-2 forms, please visit https://utap1.tennessee.edu/irj/portal/W-2 and sign on using your university NetID and password. This is the same ID and password used to access the online pay statements. The employee notice for the information on the back of the W-2 form is available from http://payroll.tennessee.edu/employeenotice.htm
For assistance with NetID’s and passwords, please visit http://payroll.tennessee.edu/paystatements/netid.htm . The technical requirements for the W-2 forms are the same as those for the online pay statements and are available from http://payroll.tennessee.edu/paystatements/Technical-QA.pdf
University policy requires that all regular University employees be provided with “the opportunity to discuss job performance with supervisors in order to enhance effectiveness as University employees and to facilitate both the establishment and the accomplishment of goals and objectives.” When used effectively, the performance review can clarify expectations, identify opportunities for staff development, improve communication, enhance job satisfaction, and increase motivation. Regular University staff members who have completed their six-month probationary period should have a face-to-face meeting with their supervisor at least once annually to discuss their performance and identify opportunities for professional development and organizational improvement.
All non-faculty staff should receive a face-to-face review of their performance on an annual basis. Employees on approved leave of absence should be evaluated within one month of return from leave. Newly hired staff should receive an evaluation of their general performance and a review of prospective goals and development opportunities at the end of their six-month probationary period.
Members of the Chancellor’s Executive Team have established review periods and due dates for each division according to the schedule below:
||January 1 – December 31
||April 1 – March 31
||January 1 – December 31
||May 1 – April 30
||July 1 – June 30
|Chancellor’s Direct Reports
||July 1 – June 30
||July 1 – June 30
Department Heads, Directors and other unit supervisors seeking an alternative review period or due date, should consult with division Vice Chancellor and communicate such revisions to the Office of Human Resources.
Department Heads and Unit administrators should insure that all regular staff (exempt and non-exempt) in their area of responsibility complete Part I of the SPDR form (Staff Self-Assessment and Development Proposal) and that each employee has a personal interview with his/her supervisor to review Part II (Performance Review Summary) and Part III (Overall Evaluation and Individual Development Plan). During this face-to-face meeting there should be a discussion of performance during review period, goals, and opportunities for development. The original of the completed SPDR form with appropriate signatures should be forwarded to the Office of Human Resources.
The Optional Performance Improvement Plan can be used by supervisors after completing Part II – The Performance Review Summary section of the SPDR to address areas needing attention with employees receiving overall ratings of Sometimes Achieves Expectations or Rarely Achieves Expectations on the summary form. It also provides an opportunity to discuss specific improvements needed for employees to Fully Achieve Expectations.
The Optional Administrator, Supervisor or Peer Review Form allows supervisors to collect feedback about an employee’s performance from those who work with the employee. This document can serve as a 360- degree review instrument. The form should be completed at the supervisor’s request and returned to the supervisor.
The optional forms and the current version of the SPDR form for 2013 are posted on the HR website at http://www.utc.edu/human-resources/forms.php
Human Resources has received notification that our Optional Term Life Insurance will now be provided by Minnesota Life Insurance. Any existing coverage with Unum for the optional term life has been forwarded to Minnesota Life Insurance.
If you have questions and want to make changes to your optional term life insurance in the future, please contact Minnesota Life customer service at 1-866-881-0631.
The state has closed enrollment in the Optional Universal Life Insurance coverage. Any existing policies will stay with Unum. If you are an owner of the Optional Universal Life Insurance, you will continue to contact Unum for any changes at 1-800-635-5597.
As a University of Tennessee regular or term, full- or part-time employee, medical resident or medical intern, you have the option to enroll in several deferred compensation plans to help meet your financial needs during retirement. You can enroll or make changes to these plans at any time. However, there may be penalties for early withdrawals.
These plans include 401(k), 403(b) and 457 and allow you to set aside a portion of your gross income and defer paying taxes on that income and any interest it earns until you actually receive the funds, which generally is upon retirement. A 401(k) Roth also is offered, but contributions are from after-tax dollars.
The new deferred compensation limits set by the Internal Revenue Service (IRS) showing the general maximums you may defer for calendar year 2013 are available at: http://humanresources.tennessee.edu/benefits/docs/IRS_limits_2013.pdf.
You have a responsibility, along with the University, to ensure that you are not over-deferring. The University will assist you by monitoring your deferrals. Over-deferring can result in IRS penalties and additional taxes.
The University also offers a monthly 401(k) match of up to $50. Please keep in mind that to receive the full $50 match, you must defer at least $50 per month to the 401(k). No matter which of the two 401(k) plans you choose, the University’s contribution must go into the traditional 401(k). The IRS does not allow matching contributions to the 401(k) Roth.
* Need to check your current participation, review the deductions section of your online pay statement at: https://utap1.tennessee.edu/irj/portal.
* Already participate and do not wish to make changes for 2013, you do not need to take any action.
* Would like to change the amount of your deferral(s), please complete a salary reduction agreement form(s).
* Would like to enroll in a deferred compensation plan(s), please complete an enrollment form(s).
All forms are available at: http://humanresources.tennessee.edu/benefits/docs/Forms/dc_forms.html and should be submitted to Kathy Taylor, UTC Human Resources, Dept 3603.