40.039:  Compensation for Classified Staff

Ohio University will compensate employees:

1. Without regard to race, color, religion, sex, national origin, age, veteran status, or disability status;

2. Based upon the demands and requirements of jobs, as determined by University Human Resources;

3. In a manner which maintains personnel costs within appropriate limits so as to ensure the continued financial stability of the University; and

4. In line with the labor market as defined by University Human Resources survey data.

The policies and procedures established herein, and in Policy and Procedure 40.055, "Pay Determination for Classified, Classified IT, and Administrative IT Staff," apply to all the classified civil service employees of Ohio University. These policies do not apply to faculty, administrators (except IT administrators, as explicitly stated), or employees covered by any Collective Bargaining Agreement. These policies and procedures define the operation of the pay plan for the classified civil service, and take precedence over any other understandings, implied or otherwise.

1. Clearly defines the responsibilities of each job through written job descriptions;

2. Determines the relative value of each job based on differences in standardized compensable factors;

3. Establishes overall pay levels that are competitive in the defined market;

4. Complies with the Federal Wage and Hour laws and other applicable governmental statutes and regulations;

5. Promotes effective communication throughout the University with regard to pay plan policy; and

6. Provides for a systematic, objective approach to pay for employees.

I.  Communication

Information concerning job classifications and pay grades is made available to University employees through University Human Resources upon request. Deans, Directors and Department Heads are encouraged to actively and openly communicate information relative to the pay plan to employees, particularly: the employee's job description and the duties and responsibilities involved, the pay grade for the job, and the potential for growth within the pay grade.

II.  Administrative Responsibility

The Ohio University Board of Trustees has the ultimate authority and responsibility for the University's overall compensation objectives, pay structures, and policies. Major revisions to the compensation program must be approved by the Board when deemed necessary by the President of the University. Day-to-day administration of the compensation program is the responsibility of University Human Resources (UHR) including:

1. Recommending new or revised personnel policies and procedures;

2. Preparing and maintaining job descriptions with assistance from employing departments;

3. Evaluating new jobs and reevaluating existing jobs on an ongoing schedule;

4. Auditing the pay structure to maintain market competitiveness and internal equity, and to properly assign jobs to pay grades;

5. Reviewing for compliance with Fair Labor Standards Act, Equal Employment Opportunity Commission, and other governmental regulations;

6. Maintaining appropriate pay records; and

7. Maintaining a job evaluation plan to insure that all jobs are rated on a comprehensive set of compensable factors.

III.  Pay Plan Structure

This topic is now addressed in Policy and Procedure 40.055, "Pay Determination for Classified, Classified IT, and Administrative IT Staff."

IV.  Structure Movement

This topic is now addressed in Policy and Procedure 40.055, "Pay Determination for Classified, Classified IT, and Administrative IT Staff."

V.  Employee Movement in Pay Grade

This topic is now addressed in Policy and Procedure 40.055, "Pay Determination for Classified, Classified IT, and Administrative IT Staff."

VI.  Recognition of Service Award

The University values the continued good service of its employees. To recognize the employee's commitment to Ohio University, a long-term service award plan has been established.

Classified employees will receive a cash award concurrent with the pay during which every fifth-year anniversary date falls. Anniversary dates are based on continuous Ohio University service. Payment of the service recognition award will be based on five-hundred dollars for every five (5) years of service, i.e., $500 at five years, $2,500 at twenty-five years, and so on.

VII.  Policy Cross-Reference

The following policies may also be of interest:

1. Policy and Procedure 40.031, "Terminal Pay for Classified Employees";

2. Policy and Procedure 40.038, "Recruitment and Hiring for Classified Positions";

3. Policy and Procedure 40.040, "Job Classification System

4. Policy and Procedure 40.041, "Change of Classified Position Status";

5. Policy and Procedure 40.042, "Performance Evaluation for Classified Employees";

6. Policy and Procedure 40.044, "Transfer or Promotion for Classified Employees";

7. Policy and Procedure 40.045, "Terminations and Reinstatements of Classified Employees";

8. Policy and Procedure 40.046, "Layoff and Position Abolishment for Classified Civil Service Employees";

9. Policy and Procedure 40.049, "Overtime for Classified Employees";

10. Policy and Procedure 40.050, "Payroll Time Reporting for Classified and Student Employees";

11. Policy and Procedure 40.051, "Compensation of Classified Employees During Declared Emergency";

12. Policy and Procedure 40.055, "Pay Determination for Classified, Classified IT, and Administrative IT Staff";

1. President

2. Executive Vice President and Provost

3. Executive Staff

4. Vice President for Finance and Administration

5. Classified Senate

6. Policy and Procedure Review Committee