1. The unclassified staff of Wright State University who have been hired on a Continuing Employment Agreement can be terminated by the university. The affected staff members shall be notified in writing as specified in the following paragraphs. Term of employment shall include only continuous employment at Wright State University as classified staff, unclassified staff, or faculty with no prior breaks in service.
2. Employees can be terminated for documented just cause as provided in applicable laws, rules, and regulations or because of financial exigency, without notice. All unclassified staff members can appeal a just cause termination in compliance with the grievance procedure for the unclassified staff.
3. Notice of termination without just cause shall be as follows:

Term of Employment	Notification
Less than 3 years	2 months
At least 3 years but less than 6 years	6 months
At least 6 years but less than 15 years	9 months
15 or more years	1 year (12 months)

To achieve a rational system for the creation and assignment of titles for unclassified staff positions, the Department of Human Resources shall be responsible for:

1. collecting and filing current job descriptions for all unclassified positions and updating job descriptions as needed.
2. conducting, with the help of internal and external resources, a comprehensive review/bench marking of existing job titles and how they relate to job descriptions and to each other.
3. recommending policy to ensure consistency and fairness in the assignment of titles for unclassified positions throughout the university.

1. Performance appraisals shall be an annual requirement. The Department of Human Resources shall collect a copy of the annual performance appraisal for inclusion in the employee's file in the Department of Human Resources. In addition to a written annual performance appraisal, supervisors are encouraged to provide informal evaluations to their employees throughout the year.
2. All offices/departments shall use the university performance appraisal process, but individual offices/departments may design their own performance appraisal instruments to supplement the university program.
3. Supervisors shall be provided with formal training on evaluating employees.
4. An educational program for all members of the unclassified staff shall be conducted so that an employee understands how a performance appraisal benefits the university, his/her office, and the employee.

1. The annual, written evaluation of employees shall be a major determinant in awarding any merit pay raise.
2. The evaluation process and its relationship to awarding any annual pay raise shall be explained to employees prior to implementation.

1. Purpose

The Professional Development Program is to prepare individual unclassified staff members to serve better the educational process, the academic community, and thus the institution as a whole by increasing the effectiveness of the staff member in a current assignment or preparing the individual to assume a position with new responsibilities at Wright State University. The spirit of the program is to permit the staff member and his/her supervisors maximum flexibility in planning the individual's professional development. However, unclassified staff should not submit proposals with a goal of working toward an educational degree.

2. Criteria for Eligibility

Any unclassified staff member who has served the university for a minimum of seven full years and is employed on a continuing employment agreement shall be eligible for consideration for the professional development program. Eligibility alone does not guarantee that a professional development leave shall be granted. Proposals shall be reviewed according to the following criteria:

1. Evidence of potential value of the professional development leave to the university.
2. Performance of the individual in his/her position.
3. Potential contribution of the individual to the university following the professional development leave.
4. Ability of the administrative unit to absorb the work or suspend responsibilities during the period of the professional development leave.
3. Length/Salary

Professional development leaves can be of varied length. Leaves of up to three months shall be at full pay. Longer leaves only shall be granted if the nature of the professional development project necessitates such length. Leaves of more than three months but less than six months shall be at 75 percent of salary. Leaves of more than six months but less than nine months shall be at 50 percent of salary. Assistance with expenses shall be negotiated individually with the appropriate supervisors. It is not necessary for the leave time to be continuous.

4. University Benefits

A staff member on a professional development leave shall still receive all eligible university benefits, e.g., insurance, retirement, worker's compensation, consistent with applicable laws, rules, and regulations.

5. Application Procedures

1. A staff member shall discuss a proposal for a professional development leave with his/her appropriate supervisor(s) to assure that the formal application will be of significant benefit to the university. Application for a professional development leave is to be made in writing to the appropriate supervisor. The supervisor will evaluate the staff member's application and send the application and his/her recommendations to the provost, appropriate vice president, or appropriate dean. The evaluation shall include a specific analysis on how the administrative unit will absorb the work load during the development leave. The provost, appropriate vice president, or appropriate dean shall review all applications in his/her administrative or college/school area and, if supported, shall send them along with his/her recommendations to the president for final approval. The staff member shall be given written notification of the action in a reasonable length of time. The application must include a well-considered plan presented with a reasonable degree of specificity, showing how the leave will contribute to the staff member's professional development and the goals of the institution. The president shall be responsible for establishing annual deadlines for application and can establish a process for ensuring equal consideration of proposals from all vice presidential areas.
2. The terms of the leave shall be clearly stated in writing in the form of an agreement between the individual and the appropriate supervisor and executive officer.
6. Continuing Service

It is expected that, under normal circumstances, a staff member shall return to Wright State University for a minimum of one additional year of service following the leave period.

7. Report

A report on the completed professional development leave shall be submitted to the president following the return of the staff member to his/her duties at Wright State University.