Civil Service Policies and Procedures

Types of Employment

Wright State University has three types of employment based on the job duties and the relationship to the university.  Each employment category may be broken down further depending on the length of appointment, funding source, and whether or not the classification is in a bargaining unit. Each person hired by Wright State University is placed in one of the following categories and rank, or titles. More information is available in University Policy 8205.


  • Tenure Track
  • Non-Tenure Track
  • Adjunct

Unclassified (Exempt) – An individual without fully affiliated academic rank, appointed to a position outside the classified service including involving professional, administrative, or educational duties, is an unclassified employee according to Ohio civil service law. An unclassified staff member may be employed either full-time or part-time, and is considered a regular employee when he or she enters into continuing employment with the university to work on either full-time or part-time basis for an indefinite period. A special contract employee is one who is employed to perform duties or assignments for a specific period of time, usually one year or less. An unclassified employee’s entitlement to and participation in benefits is partially governed in part by these classifications.

Classified (Non-Exempt) - Persons who are classified civil servants pursuant to Section 124.11 of the Ohio revised Code. Under Ohio law, employees of a state university, except those engaged in teaching, research, and administration, are appointed under civil service. This includes all hourly paid positions except a limited number of grant funded research positions. Civil service employees are entitled to the protection and benefits of civil service as defined in the Ohio Revised Code, Chapter 124. These statutes govern many aspects of the employee’s job. Consequently, Wright State’s employment practices have been established in accordance with the state’s civil service laws.

Civil Service Exam

Several position classifications at Wright State University require civil service pre-employment examinations. Examinations are used by the university to measure the knowledge, skills, and abilities necessary for successful performance on the job. Examinations will measure the individual’s education and experience and will assess his or her technical skills using computer-based skill evaluators.

The university grants people with disabilities reasonable accommodations upon request to assist them with pre-employment examinations. Information about requesting accommodations for this purpose can be found on University Policy 8000.

Examination administration:

  • Human Resources administers all civil service exams.  
  • Applicants with disabilities who may require accommodations to take an examination are responsible for notifying Human Resources prior to the examination date.
  • In order to take the pre-employment examination, an individual must first apply for a posted position and meet the minimum qualifications for that position.
  • Those applicants who meet the minimum qualifications are contacted by Human Resources to schedule a time and date for testing.
  • University employees may be released from work without loss of pay to compete in a university civil service examination. The university may limit the granting of such time off to two occasions in any one calendar year.
  • An applicant may retake a civil service examination. In order to retake an exam, the applicant must first apply for a posted position. All the computer application exams such as Word, Excel, Access, etc. can be taken every two weeks. The competitive exams such as Math, Spelling, Grammar, Vocabulary, etc. can be taken every four months. Human Resources may waive this rule at its discretion. 
  • Human Resources may cancel or postpone a scheduled examination at its discretion. Reasonable efforts will be made to notify applicants of such cancellation or postponement.
  • Veteran’s Preference Points – In order to receive a military service credit of twenty percent of the overall passing score, the applicant must supply a copy of his/her DD-214 on or before the examination date or with the employment application. The documentation must show that the applicant was in active military service or reserves for the United States and obtained an honorable discharge.

Civil Service Reform

Civil Service Reform at Wright State University

New Internal Posting Process Proposed

Last February, the Wright State University Board of Trustees adopted a resolution accepting the provisions of House Bill 187. This Bill allows university Trustees to amend the provisions of the Ohio Revised Code regulating the rules and conditions of employment for employees covered by its civil service provisions. Under the rule change process specified in House Bill 187 and in cooperation with the Classified Staff Advisory Council (CSAC), Human Resources has posted below a proposed internal posting process for new or vacant classified staff positions that should facilitate more opportunities for transfers and promotions for classified staff.

This proposed changed will be posted for thirty (30) calendar days for comment from classified staff members. Comments should be directed to Human Resources at or 937-775-2120.

Comments will be evaluated by Human Resources and CSAC to determine whether any changes should be made to the proposed rule change prior to any recommendation to our Board of Trustees to approve a rule amending the civil service provisions of the Ohio Revised Code.

Proposed Internal Posting Process Document (PDF)

Civil Service Reform for Ohio's Universities

December 29, 2006: Substitute House Hill 187 (HB 187) was signed into law. This legislation was the culmination of more than ten years of effort to reform Ohio law governing classified civil service employment. These efforts included legislative discussion and public hearings over various ways of amending the applicable provisions of the Ohio Revised Code (ORC) regarding classified civil service employment and recommendations from the Ohio Civil Service Review Commission.

July 1, 2007: The Ohio Legislature passed HB 187 into law, potentially affecting all universities in the state. HB 187 permits university boards of trustees to adopt rules for classified civil service that are more appropriate for higher education and their institutions, while continuing civil service protection for affected employees. Any such changes must be consistent with minimum guidelines (PDF) and standards as required under the provisions of HB 187.

The minimum guidelines (PDF) established by the Inter-University Council of Ohio . HR Committee contain permissible topics for civil service change that include:

  • Classification and classification plans: Each institution will continue to operate their own comprehensive classification and compensation plans, pursuant to a developed methodology for classifying and assigning compensation and pay structures.
  • Recruitment, selection and appointment processes: Selection of classified staff will be made in compliance with state and federal law and as prescribed by the Ohio Constitution, to include “merit and fitness examination” processes that mirror appropriate best/next practices of private sector businesses and institutions of higher education. Recruitment, selection and appointment processes should consider the following factors, which are mere examples and not an all inclusive list:
    • Development of written position descriptions that include essential job functions, required experience and education;
    • Guidance on appropriate recruitment and job posting processes;
    • Screening and comparison of applications to position requirements;
    • Structured interviews of qualified candidates;
    • Use of valid forms of testing, where appropriate, including simulation tests of key job functions;
    • Background checks, to include checking of references; and
    • A commitment to affirmative action consideration in employment and advancement of veterans of U.S. Armed Forces and to individuals representing the diversity needs on our respective university campuses.
  • Performance, discipline and termination processes: An employee in a position defined to be within the classified civil service, who has successfully completed a probationary period and is in a non-temporary position, will be entitled to pre-disciplinary due process rights, not less than those established by Cleveland Bd. of Educ. v. Loudermill, 470 U.S. 532 (1985). Specifically, appropriate pre-disciplinary due process measures must be afforded prior to the following actions becoming effective:
    • Suspension for 24 or more work hours;
    • Nothing in these guidelines shall be construed to limit the right of an employee who possesses the right of appeal to the State Personnel Board of Review to continue to possess that right of appeal.
    • Demotion;
    • Discharge;
    • Unpaid leave, other than suspension for less than 24 work hours or as otherwise permitted by law.
  • Nothing in these guidelines shall be construed to limit the right of an employee who possesses the right of appeal to the State Personnel Board of Review to continue to possess that right of appeal.
  • Layoff and reduction-in-workforce processes: Classified Civil Service staff may be subject to layoff or reduction in force processes. Each institution may implement an orderly and systematic process governing Layoff and Reduction-in-Force. Nothing in these guidelines shall be construed to limit the right of an employee who possesses the right of appeal to the state personnel board of review to continue to possess that right of appeal.
  • Paid leave and holiday leave: Leave programs may be redesigned to be more effective for individual institutions and their staff. Further, other benefits programs may be modified as needed for appropriate recruitment and retention of classified staff.
  • Appeal processes for classification, reduction, abolishment, and disciplinary actions: Classified staff at each institution will have the ability to appeal certain adverse employment actions, such as suspension, demotion, job abolishment, layoff or discharge. Employees will have the flexibility to select from campus-approved options for appeal processes. Appeal options will include the State Personnel Board of Review and may also include (a) external panels or hearing officers; and/or, (b) internal panels or hearing officers. Employees will not have to fund the cost of these hearings, but would continue to fund their own legal representation and any miscellaneous costs (e.g., copies of transcripts). Alternative Dispute Resolution mechanisms may also be considered as a voluntary avenue for employees to pursue resolution before enacting the formal appeal processes.

Fall Quarter 2007: It is anticipated that the minimum guidelines (PDF) will be approved. This approval will allow university boards of trustees to adopt the minimum guidelines (PDF) or to maintain the status quo as it pertains to civil service. 

View Ohio Legislative Services Commission's Final Anaylsis of House Bill 187

View Chapter 124 of Ohio Revised Code (including all changes effective July 1, 2007)

View all IUC-HR recommendations

House Bill 187 Amendments effevtive July 1, 2007 tha timpact universities in Ohio

View full text of Substitute House Bill 187