Supervisor Toolbox

Please click on the heading below to view available resources.

All Personnel Action Forms (PAFs) must be submitted to Dr. Scott Davis, Provost, or Dr. Jim Netherton, Executive Vice President for Administration and Finance, as applicable, for approval.   

  • For those academic units reporting to Dr. Davis, please review the Payroll Schedule for the Provost’s Office due dates.
  • For those administrative units reporting to Dr. Netherton, please submit PAFs to his office at least one week prior to the payroll processing dates listed below.

Adhering to these deadlines will allow appropriate time to obtain all required signatures and allow Human Resources to receive the signed PAFs in a timely manner to ensure processing is completed prior to payroll running.

NOTE: PAFs may be sent via email to the Provost’s office or Barbara Short in Dr. Netherton’s office, as applicable, with a “cc” to Jessica Herndon and Angela Veillon in the Human Resources office.


PAF Form A
PAF Form A

Add'l Assignment
PAF Form B

January 21
February 21
March 23
April 21
May 20
June 22
July 21
August 23
September 22
October 21
November 21
December 13

January 3, 14, 31
February 14, 28
March 14, 28
April 11, 25
May 9, 23
June 6, 20
July 1, 18
August 1, 15, 29
September 12, 26
October 10, 24
November 7, 18
December 5, 16

January 12, 26
February 10, 23
March 10, 28
April 12, 26
May 11, 26
June 10, 28
July 12, 27
August 10, 26
September 12, 27
October 11, 26
November 10, 23
December 12, 20


Annual Evaluation for Non-faculty Staff

Probationary Evaluation for Non-faculty Staff

Create or Update Position Description in Online System for Non-faculty Staff

Supervisor Resources

Leave Entitlement:
Eligible employees are entitled to receive up to a total of 12 workweeks of job-protected FMLA leave during a rolling 12-month calendar for one or more of the following reasons:

  • The birth of a child or placement of a child with the employee for adoption or foster care within the first year of the birth or placement;
  • To care for a spouse, child*, or parent who has a qualifying serious health condition;
  • For the employee’s own qualifying serious health condition that makes the employee unable to perform the essential functions of his or her job;
  • For qualifying exigencies related to the foreign deployment of a covered military member who is the employee’s spouse, child, or parent.

Eligible employees may take up to 26 workweeks of FMLA leave during a single 12-month period to care for a covered service member with a serious injury or illness that was incurred in the line of duty while on active duty when the employee is the spouse, child, parent or next of kin of the covered service member. This military caregiver leave is available to an eligible employee once per covered service member, per serious injury or illness.

Special Note for Supervisors:
If one of your employees is absent or notifies you they will be absent for more than 3 consecutive workdays for one of the reasons listed above OR if they are missing more than 1 day/month on a recurring basis, please contact Melissa Pollock in Human Resources at or (478) 301-2777 as soon as possible.

As stated in our FMLA policy, "Even if an employee has enough paid leave accruals to cover an absence, if the need for leave qualifies as FMLA leave, this policy will apply."

Related Information:

For security purposes, this information can only be accessed when you are connected to a Mercer network server.

  1. To access MyPayroll go to and log in with your Mercer network username and password.
  2. After logging in, open the MyPayroll folder.
  3. Click on the Vacation and Sick Leave icon.
  4. You will see the leave balances of the employees that report to you either directly or indirectly. Please note that these balances may not be accurate if timesheets or Bear Time reports have not been submitted by the employee or approved by the supervisor.

NOTE: For 12-month faculty, vacation leave usage and available balances are maintained within the Department/College/School. Please check with the appropriate Dean's office for further information.


  • Upon receipt of a notice of resignation, please forward the email/letter to Jessica Herndon in the Human Resources office.
  • Department/Division heads or other designated employees should complete a termination PAF and forward to Jessica Herndon.  
  • Once HR is notified of the resignation, the supervisor will receive an email with the forms listed below and should schedule a time to meet with the employee on their last day of work in the office.
    • Checklist for Departing Employees
    • COBRA Notification (for full-time employees only)
  • If you wish to recruit for this vacancy, see further information in the "How to Recruit/Hire a New Employee" listed at the top of this page.


All requests for terminating an employee must first be discussed with Candace Whaley, Associate Vice President for Human Resources, who can be reached at x. 5121.