| Search the Staff Manual: |
>> Return to Staff Manual Homepage <<
A. Recruitment and Selection
1. Policy of Non-Discrimination in Employment
It is the policy of Wittenberg University that there be no discrimination on the basis of race, color,
religion, gender, age, national origin, physical or mental handicap/disability, or any other legally
protected status or basis prohibited by statute in the employment and advancement of University staff.
2. The Selection of Personnel
The Human Resources department is responsible for the administration of all recruiting activity and for
approving all employment commitments, including salary, position classification, and any special
conditions of employment. Human Resources personnel will work together with hiring supervisors,
who are required to follow established recruitment procedures when filling a position. The primary goal
in filling a vacancy is to hire the best-qualified individual. Factors that will be considered in making this
determination include but are not limited to: institutional fit; current departmental needs; increasing the representation of staff from diverse ethnic groups in keeping with the university’s Affirmative Action Policy, which appears in Appendix J; and encouraging the career growth of current staff members. The university makes efforts to place staff in positions commensurate with their abilities, interests, and potential for development.
3. Employment of Immediate Family Members
To avoid conflicts of interest and to prevent problems of safety, security, supervision, and morale, the
university has established restrictions on the hiring of immediate family members.
The university will accept and consider applications for employment from any relative of a current
employee. Generally, however, the university will not hire or transfer individuals into positions if the
individual will directly or indirectly supervise or be supervised by an immediate family member. Also,
a relative of an employee generally will not be placed in a position where he or she will work with or
have access to sensitive information about his or her family member. If the associate vice president for human resources determines the existence of an actual or apparent conflict, she or he will forward a recommendation to the president for final determination.
Generally, faculty or staff members are not permitted to participate in any decision or final
recommendation on hiring, promotion, tenure, wage, dismissal, or any other condition of employment of their immediate family members.
For the purpose of this policy, an immediate family member includes, but is not limited to, a parent, grandparent, child, spouse, brother, sister, or in-law.
4. Promotions and Transfers
The university encourages upward mobility and attempts to recognize qualified staff for promotion and/or transfer. Promotions are encouraged within and among departments and are granted based on the individual's job performance and abilities to meet the requirements of the new position. The Human Resources department generally sends vacancy notices to university staff through e-mail and posts notices on the bulletin board outside the Human Resources department. To avoid the disruption caused by "job-hopping,” staff are normally expected to work a minimum of one-year in a position before transferring to another position. In cases where a staff member applies for an early transfer, the associate vice president for human resources will consult with the applicant’s supervisors to determine if the transfer should be denied because it will cause hardship.
You are welcome to discuss promotion possibilities with your supervisor or the Human Resources
department. The university provides opportunities for training and education as a means of professional growth and development. We encourage you to participate in and to seek relevant training and educational opportunities.