netrashetty
Netra Shetty
Novell, Inc. (pronounced /noʊˈvɛl/; NASDAQ: NOVL) is a multinational software and services corporation headquartered in Waltham, Massachusetts. The company specializes in enterprise operating systems, such as SUSE Linux Enterprise and Novell NetWare; identity, security, and systems management solutions; and collaboration solutions, such as Novell Groupwise and Novell Pulse.
Novell was instrumental in making the Utah Valley a focus for technology and software development. Novell technology contributed to the emergence of local area networks, which displaced the dominant mainframe computing model and changed computing worldwide. Today, a primary focus of the company is on developing open source software for enterprise clients.
Background Checks and Criminal Convictions
To determine suitability for employment or continued employment, the University of Missouri has the right to check the criminal conviction records of any employee or applicant for employment. Consideration will be given to the relationship between the conviction and the responsibilities of the position that is or will be held. A relevant job-related conviction is grounds for termination of employment or non-selection of an applicant.
Conviction is defined as including all felonies and misdemeanors except minor traffic violations in relation to any position that does not require driving. For positions that require operation of a motor vehicle the term conviction shall include minor traffic violations. Falsification of application materials, including failure to disclose criminal convictions, is grounds for termination of employment or non-selection of an applicant. (HR 504)
back to top
Violence in the Workplace
The University of Missouri strives to provide a safe and secure work environment for all employees. Toward this end, intimidation, threats and acts of violence, with or without the presence of a weapon, will not be tolerated. Individuals found to engage in behavior in violation of this policy will be subject to discipline up to and including termination.
Employees who are the victims of violence, believe they may be the recipients of violence, or who have knowledge of potential violence against others, are encouraged to promptly notify an appropriate administrator, University Police and/or human resources. (HR 517)
back to top
Conflict of Interest
University employees shall faithfully discharge their duties and shall refrain from knowingly engaging in any outside matters of financial interest incompatible with the impartial, objective and effective performance of their duties. Employees shall not realize personal gain in any form, which would influence improperly the conduct of their university duties. Employees shall not knowingly use university property, funds, position or power for personal or political gain. Employees shall inform their supervisor in writing of reasonably foreseen potential conflicts.
Conduct by an employee that violates the university's policies, regulations or rules pertaining to conflict of interest may lead to disciplinary action. (HR 507)
back to top
Orientation
All new, regular administrative, service and support staff are to attend the first formal orientation session offered after they begin their employment. Nonregular employees are also encouraged to attend.
To facilitate attendance, formal orientation sessions are scheduled at frequent intervals. Orientation session schedules may be obtained from Human Resource Services. The orientation program will provide useful and necessary information concerning staff responsibilities, benefits, educational opportunities, history, programs, facilities and major policies of the University of Missouri.
Department supervisory personnel are responsible for providing each new staff member with the necessary on-the-job orientation.
AUTHORITY AND RESPONSIBILITIES
• Governor and General Assembly
The Virginia Personnel Act (Title 2, Chapter 10, Section 2.1-113)
designates the Governor as Chief Personnel Officer of the Commonwealth.
The Governor is responsible for establishing and administering a compensation
plan. Additionally, the Governor and the General Assembly approve funding
for annual performance increases that may be granted to eligible classified
employees and adjustments to the pay structure.
• Director of the Department of Human Resource Management
The Director of the Department of Human Resource Management is
responsible for making recommendations regarding the establishment and
maintenance of the Commonwealth’s Compensation Management System. In
accordance with authority delegated by the Code of Virginia, DHRM
promulgates policies and procedures that govern the administration of
compensation for all classified employees of the Commonwealth. DHRM
provides the Governor and the General Assembly with salary survey results
projecting market movement in salaries and pay structure.
The Office of Compensation and Policy (OCP) is responsible for the
following functions:
§ establishing and maintaining the policies and procedures of the
Compensation Management System;
§ recommending to the Director of DHRM solutions to compensation
and policy issues;
§ providing consultation and technical assistance to agencies regarding
compensation management and general policy matters;
§ conducting legislative studies;
§ obtaining Salary Reference Data and providing agency management
with access to this information;
§ monitoring and evaluating agencies’ usage of pay practices and
effectiveness of the entire compensation system;
2
§ reviewing and responding to agency appeals;
§ establishing and changing the pay band assignments of Roles (re-
banding);
§ establishing new Career Groups and Roles;
§ establishing or changing pay differentials;
§ reviewing Agency Salary Administration Plans (see Appendix A,
Agency Salary Administration Plan Guidelines and Agency
Implementation Readiness Checklist)
§ conducting program evaluation reviews;
§ approving exceptions to state policy;
§ approving innovative compensation programs;
§ establishing categories of pay supplements to base pay
• Agency Heads
The Virginia Personnel Act specifies that the heads of all state agencies
shall be the appointing authorities of their respective agencies and shall
establish methods of personnel administration within their agencies. Agency
heads, or their designees, are responsible for all personnel and compensation
actions affecting their agencies and may assign specific compensation
responsibilities to employees in leadership roles. All executive branch agencies
have the authority to take the following actions that affect the compensation of
employees:
§ developing, implementing and evaluating the appropriateness and
effectiveness of the Agency Salary Administration Plan and
modifying when necessary;
§ determining and documenting salaries in conjunction with the Agency
Salary Administration Plan;
§ hiring (see Appendix C, Employment Statuses);
§ approving dual incumbency of positions;
§ establishing and abolishing positions;
§ assigning duties to employees;
§ transferring positions to and from locations;
§ administering the Compensation Management System pay practices;
§ conducting salary surveys and analyzing data in accordance with DHRM
guidelines;
§ documenting and requesting differentials, rebanding or Career Group
revisions;
§ approving salary supplements;
Novell was instrumental in making the Utah Valley a focus for technology and software development. Novell technology contributed to the emergence of local area networks, which displaced the dominant mainframe computing model and changed computing worldwide. Today, a primary focus of the company is on developing open source software for enterprise clients.
Background Checks and Criminal Convictions
To determine suitability for employment or continued employment, the University of Missouri has the right to check the criminal conviction records of any employee or applicant for employment. Consideration will be given to the relationship between the conviction and the responsibilities of the position that is or will be held. A relevant job-related conviction is grounds for termination of employment or non-selection of an applicant.
Conviction is defined as including all felonies and misdemeanors except minor traffic violations in relation to any position that does not require driving. For positions that require operation of a motor vehicle the term conviction shall include minor traffic violations. Falsification of application materials, including failure to disclose criminal convictions, is grounds for termination of employment or non-selection of an applicant. (HR 504)
back to top
Violence in the Workplace
The University of Missouri strives to provide a safe and secure work environment for all employees. Toward this end, intimidation, threats and acts of violence, with or without the presence of a weapon, will not be tolerated. Individuals found to engage in behavior in violation of this policy will be subject to discipline up to and including termination.
Employees who are the victims of violence, believe they may be the recipients of violence, or who have knowledge of potential violence against others, are encouraged to promptly notify an appropriate administrator, University Police and/or human resources. (HR 517)
back to top
Conflict of Interest
University employees shall faithfully discharge their duties and shall refrain from knowingly engaging in any outside matters of financial interest incompatible with the impartial, objective and effective performance of their duties. Employees shall not realize personal gain in any form, which would influence improperly the conduct of their university duties. Employees shall not knowingly use university property, funds, position or power for personal or political gain. Employees shall inform their supervisor in writing of reasonably foreseen potential conflicts.
Conduct by an employee that violates the university's policies, regulations or rules pertaining to conflict of interest may lead to disciplinary action. (HR 507)
back to top
Orientation
All new, regular administrative, service and support staff are to attend the first formal orientation session offered after they begin their employment. Nonregular employees are also encouraged to attend.
To facilitate attendance, formal orientation sessions are scheduled at frequent intervals. Orientation session schedules may be obtained from Human Resource Services. The orientation program will provide useful and necessary information concerning staff responsibilities, benefits, educational opportunities, history, programs, facilities and major policies of the University of Missouri.
Department supervisory personnel are responsible for providing each new staff member with the necessary on-the-job orientation.
AUTHORITY AND RESPONSIBILITIES
• Governor and General Assembly
The Virginia Personnel Act (Title 2, Chapter 10, Section 2.1-113)
designates the Governor as Chief Personnel Officer of the Commonwealth.
The Governor is responsible for establishing and administering a compensation
plan. Additionally, the Governor and the General Assembly approve funding
for annual performance increases that may be granted to eligible classified
employees and adjustments to the pay structure.
• Director of the Department of Human Resource Management
The Director of the Department of Human Resource Management is
responsible for making recommendations regarding the establishment and
maintenance of the Commonwealth’s Compensation Management System. In
accordance with authority delegated by the Code of Virginia, DHRM
promulgates policies and procedures that govern the administration of
compensation for all classified employees of the Commonwealth. DHRM
provides the Governor and the General Assembly with salary survey results
projecting market movement in salaries and pay structure.
The Office of Compensation and Policy (OCP) is responsible for the
following functions:
§ establishing and maintaining the policies and procedures of the
Compensation Management System;
§ recommending to the Director of DHRM solutions to compensation
and policy issues;
§ providing consultation and technical assistance to agencies regarding
compensation management and general policy matters;
§ conducting legislative studies;
§ obtaining Salary Reference Data and providing agency management
with access to this information;
§ monitoring and evaluating agencies’ usage of pay practices and
effectiveness of the entire compensation system;
2
§ reviewing and responding to agency appeals;
§ establishing and changing the pay band assignments of Roles (re-
banding);
§ establishing new Career Groups and Roles;
§ establishing or changing pay differentials;
§ reviewing Agency Salary Administration Plans (see Appendix A,
Agency Salary Administration Plan Guidelines and Agency
Implementation Readiness Checklist)
§ conducting program evaluation reviews;
§ approving exceptions to state policy;
§ approving innovative compensation programs;
§ establishing categories of pay supplements to base pay
• Agency Heads
The Virginia Personnel Act specifies that the heads of all state agencies
shall be the appointing authorities of their respective agencies and shall
establish methods of personnel administration within their agencies. Agency
heads, or their designees, are responsible for all personnel and compensation
actions affecting their agencies and may assign specific compensation
responsibilities to employees in leadership roles. All executive branch agencies
have the authority to take the following actions that affect the compensation of
employees:
§ developing, implementing and evaluating the appropriateness and
effectiveness of the Agency Salary Administration Plan and
modifying when necessary;
§ determining and documenting salaries in conjunction with the Agency
Salary Administration Plan;
§ hiring (see Appendix C, Employment Statuses);
§ approving dual incumbency of positions;
§ establishing and abolishing positions;
§ assigning duties to employees;
§ transferring positions to and from locations;
§ administering the Compensation Management System pay practices;
§ conducting salary surveys and analyzing data in accordance with DHRM
guidelines;
§ documenting and requesting differentials, rebanding or Career Group
revisions;
§ approving salary supplements;
Last edited: