Classifications and Position Descriptions
Positions at Wright State are classified according to job purpose, essential functions and level of responsibility. Each position is evaluated using the following job and behavioral criteria: (1) Work Level, (2) Freedom to Act, (3) Problem Solving, (4) Education and Experience, (5) Accountability, (6) Adaptability, (7) Communication, (8) Customer/Quality Focus, and (9) Team Focus.
Positions having similar characteristics are assigned comparable classification titles. To maintain equity within the university, all positions are assigned to corresponding pay ranges (wage minimums and maximums) that reflect the value of positions within the classified workforce. These pay ranges are reviewed and adjusted by the university as necessary based on changing labor market conditions.
Position descriptions are developed to provide you with information about the essential job duties and responsibilities of your position. However, position descriptions aren’t intended to itemize every duty required of an employee. Although some duties may be found in more than one classification, the position will be assigned to the classification that most accurately describes the majority of duties performed. If you are a newly hired, promoted, or transferred employee, you will receive a position description when you are appointed to your new job.
A probationary period provides for learning and adjusting to a new job as well as demonstrating suitability for the job. If you are a new employee, you must satisfactorily complete the prescribed probationary period for the classification to which you are assigned. Your supervisor will evaluate your performance, identify strengths, and assist in resolving concerns. Probationary periods for each category of employee are listed below.
|Employee Type||Length of Probationary Period|
|Full-time classified||120 days|
|Part-time classified||120 days|
|Part-time On Call||700 work hours|
|Police Officers||1 year|
If you are promoted or assigned to a new job classification, you must serve a probationary period in the new job. At its discretion, the university can remove employees from a position at any time during the probationary period. If your performance during the new probationary period is unsatisfactory, you may be returned to the classification held prior to the promotion or change. You will be formally evaluated at the midpoint and completion of the probationary period.
Periodically your supervisor will appraise your job performance. Performance evaluation is a two-way communication process between you and your supervisor regarding job expectations and accomplishments. When you are hired and at the beginning of each performance review period, you and your supervisor should clarify job duties and responsibilities through the development of performance expectations. Performance expectations serve as a basis for the evaluation process and are designed to provide direction, clarify expected results, and help focus efforts. Although formal appraisal of job performance is provided on an annual basis, performance feedback should occur regularly throughout the year. The university is responsible for administering a standard university evaluation program, but individual departments may design their own appraisal instruments to supplement Wright State’s. During your probationary period, you will be formally evaluated at the midpoint and completion of the probationary period.
Completed appraisals are forwarded to Human Resources for inclusion into your permanent personnel file. Annual merit increases may be based in part on your overall performance. You have the right to appeal an evaluation as outlined under the Informal and Formal Dispute Resolution procedures for non-bargaining unit classified staff.
Job Evaluations and Position Audits
Positions are evaluated, classified, and assigned a pay grade each time they become vacant. These evaluations are conducted to determine if a job is assigned the appropriate pay grade and classification. The position will remain in the same classification unless the duties and responsibilities, required skills, or organizational level associated with the position are significantly different.
In addition to the evaluation of vacant positions, you or your supervisor may request an audit once a year or when the duties and responsibilities of a position change significantly. To request a position audit, forward a brief memo containing your name, department, and current classification to the compensation section of Human Resources. A compensation analyst will then forward a job audit questionnaire to be completed by you and your supervisor. An on-site interview may be scheduled with you and/or your supervisor to clarify information provided on the questionnaire.
You and your supervisor will be notified in writing of the audit results. Employees are encouraged to contact a staff member in the compensation section of Human Resources for more information. When a position audit results in a change in classification, a probationary period is not required. Positions that are assigned to a higher pay grade as a result of the audit procedure will result in the incumbent getting a 5% increase or the minimum of the new range, whichever is greater. A position audit that results in the position being placed in a lower classification can have the following results:
- you can be offered the opportunity to voluntarily accept the lower classification,
- you can be transferred to a vacant position in the same classification as your pre-audit classification, or
- you can exercise your displacement rights.
Position Audit Appeals
If you are not satisfied with the audit findings, you may submit an appeal to the assistant vice president for Human Resources within thirty days of notification of the audit results. The audit findings issued by the assistant vice president for Human Resources may be appealed to the State Personnel Board of Review and must be filed within 30 days of receipt of his/her decision. Appeals may also be made to the State Personnel Board of Review (see page 34), bypassing the assistant vice president for Human Resources, within thirty days of receiving the initial audit findings.
You will be advised about appeal rights and the process for filing an appeal in your audit findings notification. This information is also available through the compensation unit of Human Resources.
Professional growth opportunities are available to you through Human Resources. HR partners with the Kettering Center for Continuing Education. You may choose to attend one or more workshops or training programs on a variety of job-related topics. Career counseling and other professional development services may also be available through Human Resources.
State of Ohio Service Credit
If you have previously been employed by the state of Ohio or any of its political subdivisions, you should inform the records section of Human Resources so that verification of prior public service employment dates and sick leave balances can be obtained. You may transfer your accrued sick leave balance from your last Ohio public employer to Wright State if you terminated your employment with the prior employer no more than ten years before becoming a WSU employee. Prior Ohio public service is credited toward longevity for vacation accrual.
Work Outside the University
Employment outside the university is not prohibited. However, any other work must not interfere with the performance of the duties and responsibilities of your university position, nor can it create a conflict of interest.
Telephone and Internet Use Policy
University telephones are intended for business and emergency use. It is a violation of university policy to use Wright State long distance service for personal calls. Contact your department head for rules and procedures regarding the appropriate use of departmental telephones.
Many jobs at Wright State provide employees with computers that access the Internet. It is a violation of university policy to access the Internet for personal use during work hours without your manager’s permission. View Wright Way Policy 3002 for more information about the appropriate use of computing resources.