Current through all regulations passed and filed through March 18, 2024
(A) Policy statement. Youngstown state
university (university) seeks to attract and retain highly qualified and
diverse intercollegiate athletic coaching staff. In achieving this goal, the
university is committed to the principles of gender equity, equal opportunity,
diversity, and merit in hiring and retaining coaches. To determine whether
coaching salaries are competitive, the athletic department will utilize data
from peer athletic institutions provided by the respective
league/conference.
(B) Purpose. To
provide guidelines and processes necessary to meet the hiring, selection,
evaluation, and compensation practices unique to intercollegiate coaches,
including the necessity for expediency in the selection and hiring
process.
(C) Parameters.
(1) Intercollegiate athletics coaches in all
sports are in the university's professional/administrative staff
category.
(2) Coaches may be issued
an appointment with a sixty-day notice of termination clause,
an appointment for multiple years with a sixtyday
notice of termination clause, or when it is in the best interest of the
university, the president, in consultation with the executive director of
athletics, may issue an employment contract for multiple years.
(3) Appointments and employment contracts for
multiple years are contingent upon board of trustee approval; however,
employees may begin employment prior to board approval.
(4)
In the event that
a multi-year appointment reaches the conclusion of the appointed term and an
additional multi-year appointment is not considered, the appointment shall be
determined to be a continuing appointment with no interruption in employment
status and be subject to a sixty-day termination clause.
(5)
The president will keep the board of trustees informed of negotiations
involving employment contracts for multiple years.
(D) Hiring and selection. The procedures that
follow provide an overall structure for coaching positions selections. It is
recognized that these procedures may need to be adjusted to accommodate a
particular situation.
(1) Advertising to fill
athletic coaching positions of the university will be done in a manner that
will provide an opportunity for a diverse pool of candidates.
(2)
Openings for coaching
positions will appear on the university's website and allow for the receipt of
electronic applications for a minimum of seven calendar days.
(3) The athletic department
may use search waivers
for
filling coaching positions. However, when time and circumstances allow the
university's search processes will be followed when
approved by the office of equal opportunity, policy development and title IX in
accordance with rule
3356-2-04 of the Administrative
Code (see university policy 3356-2-04 "Search waivers for hiring of faculty and
professional - administrative staff").
(4) Employment is
contingent on acceptable background checks. The requirement for a background
checks cannot be waived; however, background checks can be expedited at the
request of the athletics department.
(5) The chief human
resources officer will submit a summary of all filled coaching positions at the
next regularly scheduled meeting.
(E) Evaluations.
(1) The executive director of athletics, or
designee, will annually evaluate all head coaches at the end of each
season.
(2) All head coaches will
evaluate their assistant coaches at the end of each season and review these
evaluations with the executive director of intercollegiate athletics, or
designee.
(F) Salary
adjustments.
(1) Salary adjustments, including
increases based on merit, may not exceed the resources allocated by the
university to the athletic department budget.
(2) Determinations regarding merit increases,
if any, will be based on achievements, change in duties or responsibilities,
and competitive or equity adjustments.
(3) For sports that utilize assistant
coaches, the head coach, in consultation with the executive director of
athletics, has the authority to allocate funds budgeted for
their
assistant coaches at
their discretion and within budgetary limitations
at any point during the fiscal year.
(4) Unsuccessful competitive performance may
affect salary adjustments.
(5) The
executive director will recommend merit increase to the president
for approval.
