Professional development is the process of learning new skills, knowledge, and competencies that will improve job performance and encourage professional growth. Professional development can take many forms based on the goals of the employee, the needs of the unit, and the resources available.
The following are examples of professional development that the Executive Office Shared Environment encourages.
Supporting Professional Growth
Within the availability of unit resources, professional development and career enhancement are encouraged for all employees. Investing in professional development supports employee growth, engagement, and performance.
Training and Development Opportunities
UW’s Professional and Organization Development (POD) offers courses, training, and webinars for employees. Employees are encouraged to explore the options available through UW Professional & Organizational Development (POD).
Cross-Training
Cross-training is an effective way to support professional growth while also addressing business continuity. For critical functions or processes within a unit, having multiple individuals cross-trained helps ensure readiness in the event of a gap or disruption.
Supervisor Best Practices: Supporting Employees Through the Accommodation Process
Executive Office Employee Relations supports supervisors in providing effective accommodations for their employees. This guide outlines best practices for supervisors when employees request accommodations.
Supervisor Process
Supervisor Process
- Acknowledge the employee’s accommodation request quickly and professionally.
- Reassure the employee that requests are handled confidentially and fairly.
- Ask the employee to specify the accommodation they are requesting. If it is a medical accommodation request, do not ask for medical details.
Submit an Executive Office Employee Relations Contact Form and select the topic “Accommodation” from the drop-down. When an EOHR Employee Relations team member reaches out, include the following in your response:
- Let them know that your direct report is seeking accommodation.
- Include details of the request so they can provide guidance and support.
- If desired, make a request for a meeting with EO Associate Director of Employee Relations to discuss the process and ask any questions.
- Coordinate with EO Employee Relations if documentation is required (e.g., healthcare provider statements for medical accommodations).
- Confirm any deadlines or leave dates if applicable.
- EO Employee Relations will guide you on applicable University policies and procedures.
- Work together to evaluate requests, explore alternative solutions, and ensure compliance.
- Maintain open communication with EO Employee Relations throughout the process.
- Ensure the agreed-upon accommodation is implemented effectively.
- Provide the employee with necessary resources, equipment, or schedule adjustments.
- Monitor the effectiveness of the accommodation and make adjustments if needed, in consultation with EO Employee Relations.
- Keep all accommodation requests, medical information, and related communications confidential.
- Share information only with those who need it to implement the accommodation or comply with policy.
- Inform the employee of decisions and next steps promptly.
- Keep the employee updated if timelines change or additional information is required.
- Ensure expectations for performance and responsibilities remain clear.
Employee Guide for Navigating the Accommodation Process
This guide serves as a reference for employees in the Executive Office at the University of Washington.
The Executive Office (EO) Associate Director of Employee Relations will meet with employees requesting accommodation to explain all necessary personnel information.
Types of Accommodation Requests
Accommodations
It is best practice for medical accommodation requests to follow this order. To review the detailed policy and procedures, please refer to UW HR Disability Accommodation.
Notification: Management
Notify your manager that you need a medically-based accommodation.
- You do not need to disclose details of your medical condition.
- Indicate the specific accommodation requested (e.g., leave dates, schedule adjustments).
Notification: Executive Office
Submit an Executive Office Employee Relations Contact Form. Select “Accommodation” from the drop down. A member of the EOHR Employee Relations team will reach out to you and ask:
- For details of your accommodation request (excluding medical details).
- Whether you would like to meet to discuss the process and address any questions you may have.
Disability Accommodation Request
Download and complete the UW Disability Accommodation Request form (PDF) and email it to hrleaves@uw.edu.
Healthcare Provider Statement
Have your healthcare provider complete the UW Healthcare Provider Statement (PDF) form and email it to hrleaves@uw.edu or fax it to 206-685-7264.
Evaluation
Your request will be evaluated by an HR Leaves and Accommodation Specialists, your manager, and Terry Wilson, Associate Director of Employee Relations.
The University may suggest alternative solutions.
Response
You will receive a written response from HR regarding your accommodation request.
Leave of Absence
In the event you cannot perform essential duties even with accommodations, a leave of absence may be recommended.
It is best practice for medically based (pregnancy / lactation) accommodation requests to follow this order. To review the detailed policy and procedures, please refer to UW HR Pregnancy Accommodation.
Notification
Notify your manager and Terry Wilson, Associate Director of Employee Relations, that you need a pregnancy/lactation-related accommodation.
Notification: Executive Office
Submit an Executive Office Employee Relations Contact Form. Select “Accommodation” from the drop down. A member of the EOHR Employee Relations team will reach out to you and ask:
- For the details of your accommodation request. At this time, let them know you need a pregnancy/lactation-related accommodation.
- Whether you would like to meet to discuss the process and address any questions you may have.
Typical Accommodations
The EO Associate Director of Employee Relations will determine if your request falls under typical accommodations. No healthcare provider certification is needed and Terry Wilson will convey approval to you, your manager, the HR Consultant, and the HR Leaves Specialist.
- Frequent, longer, or additional restroom breaks
- Modified food or drink policies
- Ability to sit more frequently
- Not lifting objects over 17 pounds
- Expressing breast milk
Non-listed Accommodations
Requests that are outside the accommodations listed in the “Typical Accommodations” section require the following:
- Complete the UW DSO Pregnancy-Related Accommodation Request (PAR)(PDF) form and email it to hrleaves@uw.edu.
- Have your healthcare provider complete the Pregnancy Healthcare Provider Statement (PDF) and email it to Campus HR Leave Specialists or fax it to 206-685-7264.
- Your request will be evaluated by HR Leaves and Accommodation Specialist, your manager, and Terry Wilson, Associate Director of Employee Relations.
- A leave of absence may be considered, if necessary.
- You will receive a written response from HR regarding your accommodation request.
It is best practice for religion / deeply held belief accommodation requests to follow this order. To review the detailed policy and procedures, please refer to UW HR Time Off for Reasons of Faith or Conscience.
Full policy and details are available on the UW Religious Accommodations Policy webpage.
Notification: Executive Office
Submit an Executive Office Employee Relations Contact Form. Select “Accommodation” from the drop down. A member of the EOHR Employee Relations team will reach out to you and ask:
- For details of your accommodation request. At this time, let them know you are requesting an accommodation based on a sincerely held belief. Indicate whether the request is based on faith, conscience, or an organized religious activity.
- Whether you would like to meet to discuss the process and address any questions you may have.
Requesting leave
You are entitled to two (2) unpaid holidays per calendar year, unless it creates undue hardship or public safety requires your presence.
Additional leave or other accommodations
Your request will be reviewed by your manager and Terry Wilson, Associate Director of Employee Relations, and they will assess the impact on the department.
Response
You will receive a written response from Terry Wilson, Associate Director of Employee Relations, regarding your accommodation request.
Executive Office Employee Relations is committed to providing a seamless accommodation process for employees and supervisors within the Executive Office. Our goal is to ensure that every employee requesting accommodation receives the support they need throughout the process.
Types of Accommodation
- Medically-based
- A change in the work environment based on an employee’s medical needs or condition, excluding pregnancy.
- Pregnancy / Lactation-related
- A change in the work environment related to an employee’s pregnancy or childbirth.
- Religious / Deeply Held Belief
- Changes made to the work environment to accommodate an employee’s sincerely held beliefs.
EO Employee Relations’ Role
Support for Employees
- Guide employees through the accommodation process.
- Ensure employees complete all necessary tasks for a successful request.
Support for Supervisors
- Assist supervisors of newly accommodated employees.
- Provide resources and guidance to ensure accommodations are implemented effectively.
Resource Access
Connect employees with essential University of Washington resources and support services related to their accommodation.
Guides for Employees & Supervisors
Employee Accommodation Guide
Employee
This guide provides employees with a plan and clear procedures.
Review the Employee Guide
Navigate Performance Management
This guide helps supervisors understand how to work with Executive Office Human Resources (EOHR) when navigating performance management concerns. It outlines what EOHR will assist with and what supervisors are expected to manage directly during the process.
Supervisor Best Practices
Consult with Employee Relations
The supervisor should consult EOHR Employee Relations as soon as possible after observing or receiving reports that a team member has not met standards in areas such as:
- Dependability or reliability
- Productivity or quality of work
- Engagement, communication, or professional behavior
Coordinate with Stakeholders
EOHR and the supervisor will:
- Notify relevant stakeholders, including a Human Resource Consultant (HRC), EOHR Associate Director of Employee Relations, and unit leadership.
- Identify the next steps and responsibilities for gathering information and documentation.
Gather Key Information
With support from EOHR Employee Relations, the supervisor should collect:
- Applicable rules, policies, and standards.
- Past performance evaluations and any corrective actions or counseling records.
- Notes, reports, or documentation about the current concern.
- Information from relevant witness interviews.
Plan the Employee Discussion
EOHR Employee Relations and the supervisor will develop a plan for meeting with the employee. Should the employee be represented by a union, EOHR Employee Relations will ensure the plan aligns with the applicable collective bargaining agreement. Planning the meeting will include:
- Who will attend the meeting.
- Who will contact the employee and what will be said initially.
- Who will lead the discussion and take notes.
- What questions will be asked.
- What documents will be referenced or brought to the meeting.
Meet with the Employee
During the meeting:
- The Supervisor (and EOHR Employee Relations representative or the Human Resource Consultant, if attending) presents the concern clearly.
- The Employee has an opportunity to share their perspective.
- Standards and expectations are reviewed.
- Notes are taken by both the Supervisor and EOHR Employee Relations representative.
At the conclusion of the meeting, the Supervisor or EOHR Employee Relations will outline next steps for the employee.
Determine Next Steps
After the meeting, the Supervisor, EOHR Employee Relations, and Human Resource Consultant will debrief to assess the situation and determine appropriate next steps. Both of the following pathways can lead to dismissal if performance concerns continue.
If corrective action is warranted:
Classified staff typically follow this progression:
- Informal counseling
- Formal counseling
- Final counseling
Professional staff typically follow this progression:
- Informal counseling
- Letter of Expectations
Communicate Outcomes
EOHR Employee Relations will ensure that the Human Resource Consultant and leadership are updated and the Supervisor will:
- Present the outcome and expectations to the employee.
- Request that EOHR Employee Relations attend if additional support is needed.
What to Expect as an Employee
This Employee Guide explains the performance management process and helps you understand what will happen if a concern is raised about your performance. It is intended to ensure transparency and clarity.
Performance Management Process
Be Notified of Concerns
Your manager will inform you if your performance has not met University standards in areas such as:
- Dependability or reliability
- Productivity or quality of work
- Engagement, communication, or professional behavior
Request or Attend a Discussion
- You or your manager can request a meeting to discuss the concern.
- Executive Office Human Resources (EOHR), a University Human Resource Consultant, or, if applicable, a union representative may attend.
During the Meeting
- Your manager (or EOHR) will explain the concern and the applicable standards.
- You will have an opportunity to share your perspective and provide context.
- The discussion may cover past performance evaluations, prior corrective actions, and observations from colleagues.
- Notes will be taken by your manager and/or EOHR.
Understand Next Steps
- After the meeting, your manager and EOHR Employee Relations will determine the next necessary steps.
- If corrective action is required:
- Classified staff may receive informal counseling, formal counseling, or final counseling
- Professional staff may receive informal counseling or a Letter of Expectations
- Both pathways can lead to dismissal if performance concerns continue.
Receiving the Outcome
- Your manager will communicate the outcome and expectations with you.
- EOHR Employee Relations may attend if requested by your manager.
- Updates will also be shared with relevant EOHR staff, including your Human Resource Consultant and the Executive Office Human Resources Associate Director of Employee Relations, as appropriate.
Executive Office Employee Relations supports all staff in the Executive Office.
Performance Management includes:
- Ongoing communication about expectations and feedback.
- Annual performance reviews.
- Addressing performance concerns as they arise.
Review this overview of performance management and links to more detailed guides for supervisors and employees.
Ongoing Performance Management
Ongoing performance management is part of day-to-day work and includes:
- Regular communication about expectations, priorities, and feedback.
- Informal check-ins and one-on-one conversations.
- Early discussion of questions or concerns before they escalate.
Annual Performance Review
Addressing Performance Concerns
Resources
EO Employee Guide
Employee
The EO Employee Guide explains the performance management process and helps you understand what will happen if a concern is raised about your performance.
Review the EO Employee Guide
EO Supervisor Guide
Supervisor
The EO Supervisor Guide helps supervisors understand how to work with EOHR when navigating performance management concerns.
Review the EO Supervisor Guide
EO Consultation
Employees & Supervisors
Submit an EO Employee Relations Consultation Request to receive contact from a member of the EO Employee Relations team.
Submit a Consultation Request
UW HR Supervisor Guide
Supervisor
UW HR offers a robust Performance Management Supervisor Guide that includes guidance on employee support, hiring for success, policy referrals, and more.
UW HR Supervisor Guide
Executive Office Employee Relations supports fair, professional, and compliant workplace relationships within the EO. The Associate Director of Employee Relations provides consultation on a wide range of employee-related issues and partners with central HR and Labor Relations to resolve complex matters.
Employee Relations is responsible for:
- Advising on performance management best practices
- Collaborating with HR partners to manage leave and accommodation requests
- Consulting with supervisors and employees on workplace environment concerns
- Resolving workplace conflict and supporting conflict resolution processes
- Partnering with HR and Labor Relations to resolve grievances
- Supporting onboarding and offboarding processes
- Ensuring compliance with collective bargaining agreements and University policy
By partnering with EOHR Employee Relations, your unit can ensure that it is following the best HR practices, aligning with University standards, and working to maintain a positive and equitable work environment.
Explore Employee Relations
Diversity Equity & Inclusion
University resources to support an inclusive workplace.
Learn about DEI
Onboarding & Offboarding
Onboarding and offboarding support for employees and supervisors, with guides and resources to ensure smooth transitions at every stage.
Hire Staff
University Resources
Links to key UW HR contacts, employee benefits, workplace resources, and support services available to Executive Office employees.
View University Resources
The Executive Office HR team is committed to ensuring a seamless onboarding and offboarding experience. We support the onboarding process for new hires and their supervisors within the Executive Office organization, as well as the offboarding process for departing employees and their supervisors. Our goal is to facilitate effective transitions for every employee, providing the necessary support throughout the process.
EOHR’s Role in the Onboarding Process
- Onboarding Support for New Hires: We guide new employees through the onboarding process, helping to ensure they know to complete all necessary tasks.
- Supervisor Assistance: We support supervisors of the newly hired employees in coordinating the onboarding experience, providing resources and guidance for a successful start.
- New Manager Support: The Employee Relations Associate Director meets with new employees moving into managerial roles to offer guidance on becoming an effective and supportive supervisors.
- Employee Relations Support: The EOHR Associate Director of Employee Relations is available to assist all employees in the Executive Office organization, new or established, with any employee relations matters.
- Training Guidance: We inform new hires about required university trainings they need to complete.
- Resource Access: We connect employees with essential resources and support services available at the University of Washington.
EOHR’s Role in the Offboarding Process
- Offboarding Support for Employees: We guide employees through the offboarding process, helping to ensure they know to complete all necessary tasks.
- Supervisor Assistance: We support supervisors of the departing employee by coordinating the offboarding experience, providing resources and guidance for a proper exit. As well, we are available to provide guidance for the supervisor regarding any interim staffing needs.
- Exit Interview Availability: Upon request, the EOHR Associate Director of Employee Relations is available to meet with the employee going through the offboarding process.
- Employee Relations Support: The EOHR Associate Director of Employee Relations is available to assist all employees in the Executive Office organization with any employee relations matters, during any phase of the offboarding process or otherwise.
- Resource Access: We connect employees with essential resources and support services available at the University of Washington.
EOHR Onboarding & Offboarding Guides
Employees
Onboarding Guide
New Employee
This guide provides clear steps for HR/Payroll onboarding for all Executive Office employees, along with answers to frequently asked questions.
Review the Employee Onboarding Guide
Offboarding Checklist
Employee
The offboarding checklist provides departing employees with essential information and to-do’s for a smooth transition.
Review the Checklist
Supervisors
Support Contact
Contact the Executive Office HR team for any inquiries or additional information regarding EOHR onboarding services.
Contact Terry Wilson, Associate Director of Employee Relations, for questions related to an employee relations matter, onboarding-related, or otherwise.