Ohio Administrative Code › Title 3356 - Youngstown State University › Chapter 3356-7 - University Employees and Benefits › Section 3356-7-42 - Selection, appointment, and evaluation of professional/ administrative staff

Current through all regulations passed and filed through July 1, 2024
(A) Policy statement. While the president has
			 overall responsibility for the management of the university, the responsibility
			 for decisions about the employment of personnel is delegated to the appropriate
			 division officer who is responsible for making
			 personnel decisions within the described university procedures. The university
			 employs staff members with experience, degrees, and other credentials
			 appropriate to their responsibilities. Hiring managers are charged with the
			 responsibility of assuring that qualified individuals are appointed as
			 professional/ administrative staff members. Personnel actions will become
			 effective upon approval by the board of trustees.
(B) Purpose. These procedures are designed to
			 assure that qualified individuals with experience,
			 degrees, and other credentials appropriate to their reponsibilities are
			 appointed as professional/administrative staff members.
(C) Scope. This policy applies to
			 professional/administrative staff (including part-time and externally funded)
			 that perform nonteaching duties of a professional, administrative, or research
			 nature and are not in the classified civil service or in
			 a bargaining unit.
(D)
			 Procedures for the selection of professional/administrative staff.
			 The procedures that follow provide an overall structure
			 for the selection of professional/administrative staff. When a
			 professional/administrative vacancy occurs, the hiring manager will follow the
			 prescribed electronic process to seek approval to post the position and follow
			 the standard search procedures, as established by the office of human
			 resources. It is recognized that these procedures may need to be adjusted to
			 accommodate a particular situation.
(1)
			 When a  vacancy occurs, the
			 appropriate supervisor will review the need for the position and forward a
			 recommendation to the dean or executive director. After review, the dean or
			 executive director will submit a recommendation to fill, modify, or eliminate
			 the position to the appropriate divisional executive officer.
(2) The appropriate divisional executive
			 officer will review the recommendation and determine whether further
			 consideration is appropriate. If appropriate, the recommendation is forwarded
			 to the president for his/her approval.
(3) Filling of authorized positions must
			 utilize recruitment activities that conform to the equal opportunity and
			 affirmative action procedures (see rule
			 3356-2-02
			 of the Administrative Code, "Equal opportunity and
			 affirmative action recruitment and employment") unless a search waiver is
			 granted.
(4)
			 Professional/administrative staff members are employed in fulltime or part-time
			 status. Part-time professional/administrative staff are employed on a full-time
			 equivalent ("FTE") basis, assuming a forty-hour workweek. Eligibility for
			 university benefits is determined by the individual's FTE status.
(5) The appropriate
			 division officer will review the proposed offer of
			 employment with the office of human resources prior
			 to the offer to the successful candidate.
(6) The offer of employment
			 may only
			 be extended by the office of human resources in collaboration with the
			 appropriate divisional executive officer upon the recommendation of the dean or
			 executive director and the person responsible for the employing unit.
(7) The office of human resources
			 will extend an
			 offer of employment. The offer will be in the form of either an appointment or
			 an employment contract.
(a)
										Appointments will include a sixty-day notice of
			 termination clause. Appointments are contingent upon board approval; however,
			 employees may begin employment prior to board approval.
(b)
										When it is in the
			 best interest of the university, the president may issue an employment contract
			 for multiple years. Employment contracts must be approved by the board of
			 trustees in advance of the employment start date.
(8) The chief human resources officer will
			 prepare and submit a summary of all personnel actions (i.e., appointments,
			 promotions, reclassifications, transfers, demotions, salary adjustments, and
			 separations) to the university affairs committee forrecommendation
			 for approval by the board of trustees. The personnel actions shall be
			 contingent upon approval by the board.
(9) Terms and
			 conditions of employment for professional/ administrative staff are determined
			 by the board of trustees as set forth in the university policy.