Employee Relations is available for consultation to managers and employees regarding employment issues such as performance management, corrective actions, analysis and interpretation of University policies, employment investigations and conflict resolution. Our goal as your Employee Relations team is to promote positive and effective communication and address root causes of workplace conflict while providing policies-driven solutions. Consultations are available for both managers and employees to utilize upon request.

SEEDS Timeline
What You Need to Know
- The annual review cycle reflects the performance period of July 1 – June 30.
- The SEEDS annual reviews apply to Staff employees.
- There are two (2) versions of the annual evaluation form:
- (1) Supervisors (individuals that have supervisor responsibilities)
- (2) Staff (employees who are not supervisors)
- The final deadline to complete and submit evaluations to human resources is July 31.
- SEEDS training sessions for both employees and supervisors are held in May.
- Annual goals are due October 1.
Performance Evaluations and SEEDS
Performance evaluations are an important component of employee development and are a mechanism for creating and maintaining ongoing communication between supervisors and employees.
The St. Edward's Employee Development System (SEEDS) performance evaluation approach is a four-step process curated for professional growth. Involving frequent communication throughout the year, goal setting, check-ins and the completion of an end-of-year evaluation. This process encourages a "coaching" style of management with frequent feedback. It focuses on teamwork, accountability and adding value to the University.
Goal Setting
Goal setting is the process of identifying and assessing objectives that the supervisor and the employee want to achieve. Having a high performing culture means ensuring performance goals are aligned. When you engage employees in their work through goal alignment, you create greater employee ownership in the mission of St. 17Թ. Together we become more committed to our mission and achieve higher levels of job performance and satisfaction.
SEEDS Annual Review Resources
- Performance Evaluations Policy
- SEEDS forms and resources
- Setting Goals forms and resources
Orientation and Review Period (O&R)
The Orientation and Review Period gives the supervisor a chance to acquaint the employee with primary job duties, responsibilities and resources. This is the new employee’s opportunity to learn the job and demonstrate their skills. In most cases, the O&R Period will last for ninety (90) days from the date of hire, but it is subject to one ninety (90) day extension at the discretion of the university. Successful completion of the O&R Period does not guarantee continued employment and does not otherwise change an employee’s at-will status. Refer to the Performance Evaluations Policy for more details.
Problem Solving and Conflict Management
The Problem Solving Process is a mechanism to deal with non-disciplinary matters (job-related issues other than those defined as disciplinary or those alleging illegal discrimination or harassment).
Conflict management seeks to resolve the disagreement or conflict with positive outcomes that satisfy all individuals involved or is beneficial to the overall well-being of the group. This process includes identifying and addressing disagreements in a way that minimizes negative consequences and maximizes positive outcomes through improved communication and team effectiveness techniques.
Employee Relations acts on behalf of the University to conduct prompt, fair and unbiased investigations into allegations of workplace discrimination, sexual misconduct, retaliation and employee relations concerns. It also facilitates the complaint resolution process including employee experience concerns and investigations of alleged prohibited discrimination, discriminatory harassment, sexual harassment, failure to accommodate disabilities and violation of consensual relations policy brought against employees.
Employee Assistance Program
St. Edward's University offers the free of charge to all benefits-eligible staff and faculty employees, retirees and their household members through Alliance Work Partners (AWP). The EAP provides a broad range of confidential services to help manage difficult personal situations that everyone faces from time to time. In addition, coaches are available to help you meet your wellness goals.
ADA Accommodation
The Office of Human Resources is committed to providing all qualified individuals with equal access to employment and university resources and activities, in compliance with federal disability laws. A “qualified employee” is an individual who satisfies the skill, experience, education and other job-related requirements of the position such individual holds or desires and can perform the essential job functions of the position, with or without reasonable accommodation. An employee may request reasonable accommodation when there is a workplace barrier that prevents them from performing the essential functions of a job or gaining equal access to a benefit of employment. Refer to .
Title IX
The university is committed to a discrimination-free environment and provides resources and services to faculty and staff to address issues involving sex and gender discrimination. Refer to Title IX for Employees.
Bias Incident Response
An incident of bias is defined as conduct or behavior (verbal, nonverbal, written) that is threatening, harassing (pervasive unwelcome behavior), intimidating, discriminatory, or hostile and is based on a person's identity or group affiliation, including but not limited to, race, age, disability status, gender, gender identity/expression, national origin, sexual orientation or religion. For more information and how to make a report, refer to Bias Incident Response.
Behavioral Intervention Team
The St. Edward’s Behavioral Intervention Team (BIT) cares for students, faculty and staff who may be in distress. Help keep our community healthy and safe — learn how to report a concern, identify the behaviors of someone in distress and become familiar with available resources.
Employee Community Groups (ECGs)
ECGs are voluntary, employee-led groups whose aim is to foster a workplace aligned with the mission of St. 17Թ and are centered around common life experiences, identities and interests. ECGs create an environment for those with similar outlooks, goals and experiences and are open to all staff
and faculty. ECGs impact the mission by supporting employees through networking and mentoring opportunities, working together on common goals, leading colleagues toward better cultural understanding and serving our communities.
Contact Us
Hours
Monday–Friday, 8 a.m.– 5 p.m.
Location
Premont Hall
Room 101
Get in Touch
HR@stedwards.edu
(512) 448-8587