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Positions at Wright State are classified according to job purpose, essential functions and level of responsibility. 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 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 your position’s essential job duties and responsibilities. They are designed to generalize typical tasks, and the amount of time associated with these tasks, for a specific job. The intent is not to itemize every job duty required of an employee.
Each newly hired, promoted, or transferred employees will have a position description for their new position. Occasionally job responsibilities change and, therefore, job descriptions should be updated as well.
Were you given a position description? If not, see your supervisor.
Unclassified positions are not subject to a probationary period. However, for classified positions, 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 classified 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 at both the midpoint and completion of the probationary period. Midpoint appraisal is designed to give you feedback to help you make changes if necessary and ultimately make you successful in your job. Probationary periods for each category of employee are listed below.
|Employee Type||Length of Probationary Period|
|Full-time classified||180 days|
|Part-time classified||180 days|
|Part-time On-Call||1040 work hours|
|Police Officers/Sergeants||1 year|
|Communications Center Operators||1 year|
If your performance is unsatisfactory during your probationary period, you may be removed from your position. If you are promoted or assigned to a new job classification in the classified civil service, you must serve a probationary period in the new job. You will be formally evaluated at the midpoint and completion of 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.
The Special Salary Adjustment process is used to maintain equitable and competitive pay for unclassified staff. 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).
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 three times a year, in January, May and September.
Visit the University Policy 8520 for further information about Special Salary Adjustments.
If you are not satisfied with the audit findings, you may submit an appeal to the Chief Human Resources Officer (CHRO) within thirty days of notification of the audit results.
For Classified employees, the audit findings issued by the CHRO 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 bypassing the CHRO, within thirty days of receiving the initial audit findings. You will be advised of your appeal rights and the process in your job audit results.
Your supervisor will evaluate your job performance on a regular basis with the expectation that they will collaborate with you on an annual formal performance evaluation. 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 and develop specific goals and objectives. Goals and objectives serve as a basis for the evaluation process and are designed to provide direction, clarify expected results, and help focus efforts. Although formal evaluation 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 performance evaluation program. The process, forms and guidebook can be found on the Human Resources website. Completed evaluations are forwarded to Human Resources for inclusion in your permanent personnel file. Annual merit increases may be based in part on your overall performance.
Professional development and growth opportunities are available to prepare employees 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. Information on staff service and professional development is available on Wright Way Policy.
A variety of managerial, certification, and computer training programs designed to support your professional success are offered by Human Resources, Multicultural Affairs and Community Engagement, as well as Computing and Telecommunications. You can see a listing of these programs on respective websites.
Information regarding professional development leaves for unclassified staff may be obtained by referring to University Policy 8210.6.
If you have previously been employed by the state of Ohio or any of its political subdivisions, you should provide an official verification of prior public service employment dates and sick leave balances that are known to Operations section of Human Resources. 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 accrual of vacation and payout of sick leave upon retirement.
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.
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 guidelines 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. View University Policy 11210 for more information about the appropriate use of computing resources.
For guidance regarding using social media, please contact the Office of Marketing, Office of the President, at (937) 912-0646 or email firstname.lastname@example.org.