(A) Purpose and scope
(1) Shawnee state university desires a
competitive and equitable compensation system that will attract and retain
qualified administrative personnel. The purpose of this policy is to establish
and maintain an administrative compensation system that considers comparable
positions in similar markets, internal equity, the performance of employees,
and the availability and allocation of funds as determined by the
president.
(2) This policy applies
to administrative employees in approved administrative positions for either
"regular" or "term" appointments, regardless of the funding source, and who are
not in positions that are under a collective bargaining unit.
(a) Regular appointments are expected to be
ongoing, subject to the needs of the university, with no designated end
date.
(b) Term appointments are for
a designated period of time, normally between one and three years. The duration
may be determined by the funding source (e.g., externally funded grants) or by
authorization of the president.
(3) This policy does not apply to executive
staff (vice presidents, associate provost, deans,
and the general counsel) who are subject to executive employment
agreements; the department of public safety (DPS) law enforcement and
security officers whose terms of employment are described in applicable DPS
policies and procedures; faculty and staff covered by a collective bargaining
agreement; or temporary and intermittent staff with at will employment
agreements.
(B)
Categories of administrative positions
(1)
Administrator - an administrative position with professional, managerial,
supervisory, or fiduciary responsibilities that is exempt from collective
bargaining under section
4117.01 of the Revised Code, and
may meet the exemption criteria under the Fair Labor Standards Act (FLSA).
(a) Employees in administrator positions that
meet FLSA exemption criteria for duties and salary tests will be classified as
"exempt."
(b) Employees in
administrator positions that meet the FLSA exemption criteria for the duties
test, but not the salary test, will be classified as "nonexempt."
(2) Administrative technical
support staff (ATSS) - an administrative position that is confidential in
nature and is exempt from collective bargaining under section
4117.01 of the Revised Code.
ATSS employees do not meet the exemption criteria under the Fair Labor
Standards Act (FLSA) based on the duties test. ATSS employees will be
classified as "non-exempt."
(C) Fair labor standards act (FLSA) status
Administrative employees classified by the department of human
resources as "nonexempt" due to not meeting the FLSA exemption criteria (based
on salary and/or duties test) will be compensated for their work in accordance
with the FLSA and its associated administrative regulations.
(D) Classification/compensation structure
(1) The director of human resources is
responsible for managing the structure of the administrative compensation
system(s) and for reviewing the applicable structure relative to the
appropriate market.
(2) The
director of human resources or designee will assess all administrative
positions' responsibilities and determine the placement of each within the
university's compensation structure, relying upon market benchmarking
methodology, with consideration of internal equity for comparable
responsibilities.
(E)
Salary budget and allocation
The allocation of an approved salary pool in the annual
operating budget is at the discretion of the president who may allocate all, a
portion, or none of the salary pool. The salary allocation may be applied
evenly to all administrative employees (across-the-board) or to individual
employees based on factors such as, but not limited to, market benchmarking,
internal equity analyses, and/or performance.
(F) Procedures
The board of trustees authorizes the president to establish
procedures to effectively implement this policy.
Notes
Ohio Admin. Code 3362-4-25
Effective:
7/7/2023
Promulgated Under: 111.15
Statutory Authority: 3362.03
Rule Amplifies: 3362.03
Prior Effective Dates:
04/16/2008, 12/26/2016, 03/23/2023
