Current through all regulations passed and filed through September 16, 2024
(A) Policy statement. While the president has
overall responsibility for the management of the university, the responsibility
for decisions about the employment of personnel is delegated to the appropriate
division officer who is responsible for making
personnel decisions within the described university procedures. The university
employs staff members with experience, degrees, and other credentials
appropriate to their responsibilities. Hiring managers are charged with the
responsibility of assuring that qualified individuals are appointed as
professional/ administrative staff members. Personnel actions will become
effective upon approval by the board of trustees.
(B) Purpose. These procedures are designed to
assure that qualified individuals with experience,
degrees, and other credentials appropriate to their reponsibilities are
appointed as professional/administrative staff members.
(C) Scope. This policy applies to
professional/administrative staff (including part-time and externally funded)
that perform nonteaching duties of a professional, administrative, or research
nature and are not in the classified civil service or in
a bargaining unit.
(D)
Procedures for the selection of professional/administrative staff.
The procedures that follow provide an overall structure
for the selection of professional/administrative staff. When a
professional/administrative vacancy occurs, the hiring manager will follow the
prescribed electronic process to seek approval to post the position and follow
the standard search procedures, as established by the office of human
resources. It is recognized that these procedures may need to be adjusted to
accommodate a particular situation.
(1)
When a vacancy occurs, the
appropriate supervisor will review the need for the position and forward a
recommendation to the dean or executive director. After review, the dean or
executive director will submit a recommendation to fill, modify, or eliminate
the position to the appropriate divisional executive officer.
(2) The appropriate divisional executive
officer will review the recommendation and determine whether further
consideration is appropriate. If appropriate, the recommendation is forwarded
to the president for his/her approval.
(3) Filling of authorized positions must
utilize recruitment activities that conform to the equal opportunity and
affirmative action procedures (see rule
3356-2-02
of the Administrative Code, "Equal opportunity and
affirmative action recruitment and employment") unless a search waiver is
granted.
(4)
Professional/administrative staff members are employed in fulltime or part-time
status. Part-time professional/administrative staff are employed on a full-time
equivalent ("FTE") basis, assuming a forty-hour workweek. Eligibility for
university benefits is determined by the individual's FTE status.
(5) The appropriate
division officer will review the proposed offer of
employment with the office of human resources prior
to the offer to the successful candidate.
(6) The offer of employment
may only
be extended by the office of human resources in collaboration with the
appropriate divisional executive officer upon the recommendation of the dean or
executive director and the person responsible for the employing unit.
(7) The office of human resources
will extend an
offer of employment. The offer will be in the form of either an appointment or
an employment contract.
(a)
Appointments will include a sixty-day notice of
termination clause. Appointments are contingent upon board approval; however,
employees may begin employment prior to board approval.
(b)
When it is in the
best interest of the university, the president may issue an employment contract
for multiple years. Employment contracts must be approved by the board of
trustees in advance of the employment start date.
(8) The chief human resources officer will
prepare and submit a summary of all personnel actions (i.e., appointments,
promotions, reclassifications, transfers, demotions, salary adjustments, and
separations) to the university affairs committee forrecommendation
for approval by the board of trustees. The personnel actions shall be
contingent upon approval by the board.
(9) Terms and
conditions of employment for professional/ administrative staff are determined
by the board of trustees as set forth in the university policy.
(E) Search waiver. A waiver of the
search process may be requested in accordance with rule
3356-2-04
of the Administrative Code, "Search waivers for strategic hiring of faculty and
professional/administrative staff."
(F)
Procedures for
evaluation.
(1)
The evaluation process is conducted on an annual
basis.
(2)
Throughout the course of the year, one-on-one sessions
will be initiated by either party to discuss performance thus
far.
(3)
Managers will utilize the prescribed electronic process
to evaluate their direct reports.
