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Employee Relations Overview

East Tennessee State University (ETSU) is committed to providing a work environment that embraces the University's core values:  PEOPLE come first, are treated with dignity and respect, and are encouraged to achieve their full potential; RELATIONSHIPS are built on honesty, integrity, and trust; DIVERSITY of people and thought is respected; EXCELLENCE is achieved through teamwork, leadership, creativity, and a strong work ethic; EFFICIENCY is achieved through wise use of human and financial resources; and COMMITMENT to intellectual achievement is embraced.

Our Employee Relations staff provides the campus community with proactive assistance in creating and maintaining a fair and positive work environment.  We provide employees and supervisors with consultation services, guidance, advice, mediation, and referral information.

Helpful Resources 

Contact Information
Diana McClay
Director, Employee Relations,
Compensation & Development
(423) 439-5825,
Lori Erickson
Assistant Director, Employee Relations,
Compensation & Development

(423) 439-6124,


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Employee Relations Dramatizations 

Human Resources is sponsoring a short video drama series illustrating Inappropriate Behavior in the Workplace and how ETSU employees can best respond to troubling work situations.

Please view the Trailer for Part 2 below, as well as Part 1 & 2.


aggressiveposter2 Aggressive2Pics

How to communicate your assessment of an employee's poor performance

    • Notice the following in the video:
      • The supervisor is well prepared. Supervisor has logs, business cards, EAP brochure, the employee's job description and a copy of the evaluation in hand before the meeting.
      • The employee has been given the chance to review the evaluation before meeting with the supervisor.
      • The meeting is held in a private and neutral setting, the conference room table (complete with tissues), rather than the supervisor's office/desk.
      • The supervisor has made notes regarding talking points in order to keep the conversation on track.
      • The employee is not surprised by the evaluation.


    • Did you notice the following in the video:
      • Supervisor maintained control of the conversation.
      • Supervisor ensured there was enough time allotted to finish the conversation without interruption.
      • Supervisor based the evaluation on FACTS about the employee's actual performance.
      • Supervisor kept the conversation focused on improvement opportunities/potential.
      • Even though the supervisor is obviously frustrated, she maintains a professional and respectful demeanor while still being direct and unwavering.
      • Supervisor set the stage for continuous communication.
      • The supervisor leaves the responsibility for success up to the employee.

Additional Information


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