netrashetty
Netra Shetty
Novellus Systems Inc. develops, manufactures, sells, and services semiconductor equipment used in the fabrication of integrated circuits. It is a leading supplier of chemical vapor deposition (CVD), plasma-enhanced chemical vapor deposition (PECVD), physical vapor deposition (PVD), electrochemical deposition (ECD), ultraviolet thermal processing (UVTP), and surface preparation equipment used in the manufacturing of semiconductors.
Novellus Systems was founded in 1984 and is headquartered in San Jose, California. The company maintains engineering & manufacturing facilities in Tualatin, Oregon and San Jose, California. Also, Novellus has a component design and software development facility in Bangalore, India.
Computer Utilization
Unauthorized or excessive personal use of computers or equipment is prohibited if it overburdens a network, results in substantial use of system capacity or otherwise subjects the institution to increased costs or risks. Users of university computer resources have the responsibility to respect intellectual property rights of authors, contributors and publishers in all media and to protect user ID, password and system from unauthorized use. They must also adhere to the terms of software licenses and other contracts and to other university and data access policies. (HR 518)
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Identification Cards
Each campus provides university identification cards for employees. ID cards remain valid for the duration of employment. Cards must be surrendered upon termination of employment. Lost ID cards must be reported to your supervisor, campus police and Human Resource Services. A new card will be issued for replacement or when other changes make a card outdated.
You may be required to present your ID card in order to be admitted to or participate in various university programs or use of facilities. (HR 302)
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Release of Employee Information
The following information regarding your employment may be released in response to requests received from outside the university:
1. Name
2. Verification of current or past university employment
3. Position or job title
4. Salary information
5. Campus telephone number
6. Campus mailing address
Other employee information is considered confidential and may be released to individuals outside the university only upon authorization of the president, the chancellor or his/her designated representative.
Under normal circumstances, no employee information shall be released without the written authorization of the employee concerned. Security measures are to be taken to prevent unauthorized disclosure of employee information.
This policy is not intended to preclude a faculty or staff member from responding to a reference based upon his/her personal knowledge of an individual. (HR 114)
back to top
Probationary and Qualifying Periods
All new, regular employees must serve a probationary period of six months. This probationary period gives you time to learn the duties of the job and decide whether the job is right for you. During the probationary period, you must demonstrate your ability to satisfactorily perform the job for which you were hired. If your work is judged to be unsatisfactory, you may be dismissed at any time during the six-month probationary period.
During the probationary period, if you experience problems in performing the duties assigned to you or you have concerns about your performance, you should discuss these matters with your supervisor. Under unusual circumstances, the probationary period may be extended up to three months. However, no employee may remain on probation for longer than nine months.
Employees who have completed their six-month probationary period and who are subsequently transferred or promoted must serve a one month qualifying period in the new position. If during this time period it is determined that the employee is not qualified or the employee does not wish to continue in the new position, the employee will be returned to the previously held position, if available, or a comparable one in the department, if available, or be placed on a six-month leave of absence from the former department to be considered for available openings in the department and on the campus as they occur. If the employee does not find employment on the campus within the six-month period, the employee will be terminated.
§ developing innovative compensation practices for DHRM approval;
§ documenting and maintaining records of all personnel actions;
§ appealing compensation decisions to DHRM (see Appendix D,
Appeals);
§ awarding or denying compensatory leave;
§ establishing alternative approaches to employee performance review (e.g.
team performance)
§ determining the performance rating for all employees; and
§ training agency management and employees on the Compensation
Management System and any prospective actions that affect employees’
compensation
• Agency Human Resource Officers
Agency Heads typically assign the responsibility for implementing the
human resource program to their human resource officer, consistent with state
and agency policy. Agencies have the authority to effect most compensation
decisions within the guidelines of state personnel policies, rules, and
procedures. The agency human resource officer is responsible for planning,
developing, implementing, and evaluating human resource programs that
support the agency’s mission and objectives, and for providing programs that
train agency managers at all levels to assume their roles in compensation
management. Human resource professionals are responsible for making
consistent and sound recommendations to their agency heads and agency
management. Additionally, agency human resource officers have the authority
to initiate compensation studies and implement related decisions based on the
unique business needs of the agency.
• Agency Management
Managing and administering employee compensation at the agency level,
as prescribed by the Agency Head, is a critical component of the
Commonwealth’s Compensation Management System. Agency managers and
supervisors, at all levels, must have a working knowledge and understanding of
the principles and procedures of the Commonwealth’s Compensation
Management System to effectively manage their employees and their
compensation.
• Employees
Employees should initially discuss any concerns they may have about
compensation, including the assignment of their position to a Role, with their
supervisor and reviewer. If additional information is needed, employees may
go to their agency human resources officer or higher-level agency officials. As
a classified employee of the Commonwealth, each employee has the
responsibility to become knowledgeable of the Commonwealth's
Compensation Management System and the pay practices.
Employees may contribute to the compensation process by identifying their
respective job tasks or assisting in this process. Employees may also participate
on task forces, study teams, and oversight committees to develop new Roles,
competency models, skill inventories, and other tools to assist in compensation
decisions. Additionally, employees evaluate their own performance through
self-assessments and have greater opportunities to participate in salary
negotiations.
Staffing
VCG Inc. has released WebPAS 4.0, the newest version of its popular recruiting and staffing software. This software tool includes new functions designed to streamline a number of administrative processes for recruiters. For example, WebPAS now offers e-mail integration with Microsoft Outlook, which allows users to select specific or multiple e-mails with a single click. In addition, the software can generate new job candidate profiles automatically from an e-mail if needed. The software also provides recruiters and staffing managers a complete record of all electronic communications with clients or job candidates related to specific job placements.
• Contact: www.vcgsoftware.com; e-mail: [email protected]
Temp Works Software Inc. has created a new web-based job applicant portal for its suite of web-based recruiting and hiring services. By using the new applicant portal, a job candidate can complete online job applications quickly and submit a resume, automatically creating a record within the TempWorks system. The applicant portal also allows prospective employees to search a staffing company’s database of open jobs for positions that may fit their qualifications. Applicants then have the option to view further details, submit an e-mail to alert the staffing company, add a job posting to their list for further review, and e-mail information on a position to a friend or colleague.
Novellus Systems was founded in 1984 and is headquartered in San Jose, California. The company maintains engineering & manufacturing facilities in Tualatin, Oregon and San Jose, California. Also, Novellus has a component design and software development facility in Bangalore, India.
Computer Utilization
Unauthorized or excessive personal use of computers or equipment is prohibited if it overburdens a network, results in substantial use of system capacity or otherwise subjects the institution to increased costs or risks. Users of university computer resources have the responsibility to respect intellectual property rights of authors, contributors and publishers in all media and to protect user ID, password and system from unauthorized use. They must also adhere to the terms of software licenses and other contracts and to other university and data access policies. (HR 518)
back to top
Identification Cards
Each campus provides university identification cards for employees. ID cards remain valid for the duration of employment. Cards must be surrendered upon termination of employment. Lost ID cards must be reported to your supervisor, campus police and Human Resource Services. A new card will be issued for replacement or when other changes make a card outdated.
You may be required to present your ID card in order to be admitted to or participate in various university programs or use of facilities. (HR 302)
back to top
Release of Employee Information
The following information regarding your employment may be released in response to requests received from outside the university:
1. Name
2. Verification of current or past university employment
3. Position or job title
4. Salary information
5. Campus telephone number
6. Campus mailing address
Other employee information is considered confidential and may be released to individuals outside the university only upon authorization of the president, the chancellor or his/her designated representative.
Under normal circumstances, no employee information shall be released without the written authorization of the employee concerned. Security measures are to be taken to prevent unauthorized disclosure of employee information.
This policy is not intended to preclude a faculty or staff member from responding to a reference based upon his/her personal knowledge of an individual. (HR 114)
back to top
Probationary and Qualifying Periods
All new, regular employees must serve a probationary period of six months. This probationary period gives you time to learn the duties of the job and decide whether the job is right for you. During the probationary period, you must demonstrate your ability to satisfactorily perform the job for which you were hired. If your work is judged to be unsatisfactory, you may be dismissed at any time during the six-month probationary period.
During the probationary period, if you experience problems in performing the duties assigned to you or you have concerns about your performance, you should discuss these matters with your supervisor. Under unusual circumstances, the probationary period may be extended up to three months. However, no employee may remain on probation for longer than nine months.
Employees who have completed their six-month probationary period and who are subsequently transferred or promoted must serve a one month qualifying period in the new position. If during this time period it is determined that the employee is not qualified or the employee does not wish to continue in the new position, the employee will be returned to the previously held position, if available, or a comparable one in the department, if available, or be placed on a six-month leave of absence from the former department to be considered for available openings in the department and on the campus as they occur. If the employee does not find employment on the campus within the six-month period, the employee will be terminated.
§ developing innovative compensation practices for DHRM approval;
§ documenting and maintaining records of all personnel actions;
§ appealing compensation decisions to DHRM (see Appendix D,
Appeals);
§ awarding or denying compensatory leave;
§ establishing alternative approaches to employee performance review (e.g.
team performance)
§ determining the performance rating for all employees; and
§ training agency management and employees on the Compensation
Management System and any prospective actions that affect employees’
compensation
• Agency Human Resource Officers
Agency Heads typically assign the responsibility for implementing the
human resource program to their human resource officer, consistent with state
and agency policy. Agencies have the authority to effect most compensation
decisions within the guidelines of state personnel policies, rules, and
procedures. The agency human resource officer is responsible for planning,
developing, implementing, and evaluating human resource programs that
support the agency’s mission and objectives, and for providing programs that
train agency managers at all levels to assume their roles in compensation
management. Human resource professionals are responsible for making
consistent and sound recommendations to their agency heads and agency
management. Additionally, agency human resource officers have the authority
to initiate compensation studies and implement related decisions based on the
unique business needs of the agency.
• Agency Management
Managing and administering employee compensation at the agency level,
as prescribed by the Agency Head, is a critical component of the
Commonwealth’s Compensation Management System. Agency managers and
supervisors, at all levels, must have a working knowledge and understanding of
the principles and procedures of the Commonwealth’s Compensation
Management System to effectively manage their employees and their
compensation.
• Employees
Employees should initially discuss any concerns they may have about
compensation, including the assignment of their position to a Role, with their
supervisor and reviewer. If additional information is needed, employees may
go to their agency human resources officer or higher-level agency officials. As
a classified employee of the Commonwealth, each employee has the
responsibility to become knowledgeable of the Commonwealth's
Compensation Management System and the pay practices.
Employees may contribute to the compensation process by identifying their
respective job tasks or assisting in this process. Employees may also participate
on task forces, study teams, and oversight committees to develop new Roles,
competency models, skill inventories, and other tools to assist in compensation
decisions. Additionally, employees evaluate their own performance through
self-assessments and have greater opportunities to participate in salary
negotiations.
Staffing
VCG Inc. has released WebPAS 4.0, the newest version of its popular recruiting and staffing software. This software tool includes new functions designed to streamline a number of administrative processes for recruiters. For example, WebPAS now offers e-mail integration with Microsoft Outlook, which allows users to select specific or multiple e-mails with a single click. In addition, the software can generate new job candidate profiles automatically from an e-mail if needed. The software also provides recruiters and staffing managers a complete record of all electronic communications with clients or job candidates related to specific job placements.
• Contact: www.vcgsoftware.com; e-mail: [email protected]
Temp Works Software Inc. has created a new web-based job applicant portal for its suite of web-based recruiting and hiring services. By using the new applicant portal, a job candidate can complete online job applications quickly and submit a resume, automatically creating a record within the TempWorks system. The applicant portal also allows prospective employees to search a staffing company’s database of open jobs for positions that may fit their qualifications. Applicants then have the option to view further details, submit an e-mail to alert the staffing company, add a job posting to their list for further review, and e-mail information on a position to a friend or colleague.
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