Position descriptions are developed to provide you with information about your position’s essential job duties and responsibilities. However, position descriptions are not intended to itemize every duty required of an employee. They are designed to generalize typical tasks, and the amount of time associated with these tasks, for a specific job.
Newly hired, promoted, or transferred employees should receive a position description when appointed to a new position. Occasionally job responsibilities change and, therefore, job descriptions should as well.
Special Salary Adjustments (Job Audits)
The university has established the Special Salary Adjustment process in order to maintain equitable and competitive pay for unclassified staff. By using this process, employees and managers can react to shifts in the competitive labor market, correct pay compression issues that have occurred due to a collective bargaining settlement or other circumstances, and correct an internal inequity or provide equitable compensation because of a change in the value of a position (resulting from a substantial addition of more complex duties or a significant expansion of responsibilities).
Employees or managers who have reason to request a special salary adjustment or reclassification in their operating unit must complete a Request for Special Salary Adjustment form, attach supporting documentation, and obtain the approval of their Dean or Director. Special Salary Adjustment requests are considered twice a year, in January and in June. The request and supporting documentation must be received in Human Resources no later than November 1 to ensure consideration in January and no later than April 15 to ensure consideration in June. Any resulting pay increase is effective February 1 for requests considered in January and July 1 for requests considered in June.
Visit the Unclassified and Classified Staff Salary Administration Procedures webpage or Wright Way Policy 4211 for further information about Special Salary Adjustments.
Periodically, your manager will appraise your job performance. Performance evaluation is a two-way communication process between you and your manager regarding job expectations and accomplishments. When you are hired, and at the beginning of each performance review period, you and your manager 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. Completed appraisals are forwarded to Human Resources for inclusion in your permanent personnel file. Annual merit increases may be based in part on your overall performance.
The professional development program is designed to prepare an unclassified employee to serve the university more effectively in a current assignment or to prepare an employee to assume a position with new responsibilities at Wright State. The spirit of the program is to permit the staff member and his or her manager maximum flexibility to plan the individual’s professional development. However, professional staff should not submit proposals with a goal of working toward a degree.
If you have served the university as an unclassified employee for seven or more full years and are employed as a continuing employee, you are eligible for consideration for the professional development program. Eligibility alone does not guarantee that a professional development leave will be granted. Before approval is given, proposals will be reviewed according to specific criteria—such as performance of the individual, potential value and contribution following the leave, and the ability of the department to absorb the work or suspend responsibilities during the individual’s absence.
Information regarding application procedures and continuing service may be obtained by referring to Wright Way Policy 4004.6 or by contacting Human Resources employee benefits section.
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 Wright State 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.