Jul 21, 2024  
2019-2020 Employee Handbook 
2019-2020 Employee Handbook [ARCHIVED CATALOG]

16. Employee Evaluation

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16.1 Introductory Evaluation

16.2 Annual Evaluation

16.3 Separation of Work

16.4 Calls to Other Seventh-day Adventist Institutions

16.5 Retirement

16.1 Introductory Evaluations

New employees can expect to have their work performance evaluated on a regular basis by their Supervisor/ Director/ Vice President during the introductory period (90 days) of employment. The Supervisor/Director/Vice President will meet with each new employee within their first  30, 60, and 90 days and conduct a two-way conversation to make the new employee feel more comfortable and part of the team, which is important to their success and performance. Evaluations should help the employee excel at the job and will be considered for promotions, pay raises, clarifying employee-employer relationships, and discipline. Once the introductory period has been successfully completed, the frequency of evaluation shall be no less than yearly. If an employee is on a probationary status or is under discipline, the reviews may be more frequent.

The employee signs a copy of the evaluation as an acknowledgment of having seen the evaluation and is allowed to make comments.

16.2 Annual Evaluations

Staff employee development at AHU is critical to meeting the University’s high standards. Annual evaluations are conducted in order to measure this development. The annual evaluations are centered around the four AHU Service Standards which are key to our mission: Love Me, Make It Easy, Keep Me Safe, Own It.

As an important tool of this evaluation, the University uses the “Employee Input Form.”  Results of this self-evaluation are discussed with the employee by their supervisor. From this discussion, the employee and the supervisor are able to set goals for self-development which will advance his/her career and benefit the organization. The ultimate goal is to improve individual performance within the organization. 

16.3 Separation of Work

An employee may be dismissed at any time for illegal practices, moral turpitude, mental incompetence, or acts of disrespect to the beliefs and teachings of the Seventh-day Adventist Church.

Employees must notify their Department Director or Supervisor of their resignation with a minimum of two weeks prior to termination of employment, or four weeks for employees in management or salaried employees.  They must also submit an electronic notice of resignation through the online Personal Information Portal.

The employee is required to work during the notice time.  PDO may not be used as part of the required notice period.  The employee is required to have an exit interview with the Office of Human Resources prior to, or on their last day of employment.

16.4 Calls to Other Seventh-day Adventist Institutions

The General Conference of Seventh-day Adventist’s policy found in the North American Division of General Conference Working Policy E 45 60 “Calls for Educational Employees” shall apply.

16.5 Retirement

AHU employees are covered under the Adventist Healthcare Retirement Plan (AHRP) (See detailed plan on AHRP.com). Employees who have had denominational employment prior to the 1992-1993 academic year retain certain rights in the Seventh-day Adventist Retirement Plan and should confer with the Benefits Manager of Florida Hospital’s Human Resources Department regarding those rights.