- Ensure all required Berkeley Lab supervisory responsibilities are addressed and completed in a timely manner.
- Keep all required training current, including California’s Sexual Harassment Prevention Training.
- Model the highest and hold employees accountable for ethical behavior.
- Ensure compliance with Berkeley Lab requirements and procedures and with applicable federal, state and local laws.
- Hold employees accountable for meeting goals and performing according to expectations.
- Help employees adapt to changes as needed in team, division and partner relationships.
- Provide regular feedback on employee performance and development needs, including an annual written performance review and conversation.
- Maintain confidentiality as appropriate (e.g., regarding the recruiting and selection process, in matters of performance management or discipline). Do not maintain confidentiality in matters that are illegal or unsafe.
- Uphold Berkeley Lab’s commitment to providing equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetics or protected veteran status. This applies to all areas of employment including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training. Information on responsibilities for affirmative action can be found here.
- Be responsive and timely in response to requests for approvals from Berkeley Lab systems (e.g., recruitment, appointment extensions and terminations, procurement, LETS).
Interact with new employees
- Orient employees who are new to Berkeley Lab or the division.
- Communicate roles and responsibilities to each employee.
- Set clear expectations for employee performance, and revisit regularly throughout the year.
- Set clear goals and expectations for working safely.
- Share information about Berkeley Lab and division priorities and initiatives.
- State the importance of diversity and inclusion, and describe ways we can support a diverse and inclusive culture.
Discuss performance goals and progress with employees
- Monitor progress toward project and performance goals.
- Meet regularly with each employee throughout the year. Follow up with a summary email (if necessary), or document the conversation and expected outcomes in the notes you keep in your desk file about your employee.
- Provide training, experience and feedback to build employee knowledge, skills and confidence needed to perform effectively.
- Provide oversight to ensure safe working practices.
- Recognize and acknowledge good performance.
Manage employee performance issues
- Address performance and work challenges employees encounter within the division or with partners.
- Consult with your Senior HR Division Partner at the first sign of performance concerns.
- Keep a desk file for documentation on discussions, decisions, and resolutions.
Interact with division management
- Stay informed about division and Berkeley Lab priorities, and communicate priorities to employees.
- Communicate relevant information from division management to employees.
- Keep your manager informed about programs and projects in which your employees are engaged.
- Work with your manager to plan how to introduce and implement change.
Interact with partner divisions
- When you or your staff are working on programs or projects with other divisions, meet regularly to assess partner needs.
- Determine what knowledge, skills and experience employees need to contribute to a program or project.
- Address workplace issues or concerns about an employee’s performance.
- Gather input from others who work with your employee/s to include in the annual performance review.