Job Descriptions and Review Process

Division heads and department managers are responsible for providing the Office of Human Resources with up-to-date position descriptions. If needed, an updated job description will be written with input from the manager/director of the job incumbent. Alternatively, an employee may write a memo to both the manager and Human Resources requesting a reevaluation of the job.

Job Postings

Generally, all positions are posted except for those that qualify under the promotion policy.  Employees interested in applying for a posted job are encouraged to submit a letter of application through the applicant tracking system, including their qualifications, why they are interested in the position, and an updated resume. Job openings are posted on the Human Resources Web Page as well as advertised regionally and/or nationally.

Pay Increases 

Denison conducts periodic wage and salary surveys of businesses and organizations in Licking County and surrounding areas with its ongoing objective of maintaining a competitive wage/salary program. The recommended increases are based on comparable market pay information and internal equity considerations. Increases are not across the board and will vary according to the above factors.

Annual pay increases are not guaranteed. Each year the university reviews the availability of funds that can be allocated to wages, when it is determined that there will be an increase, adjustments will normally take place on July 1. Adjustments other than those based on cost changes in the marketplace and available funding may be granted at other times of the year to correct inequities, allow for job scope changes, promotions, or support job transfers.

Any questions concerning your rate of compensation should be discussed with your supervisor, division head, or the Office of Human Resources.

Performance Development

The performance development process is designed to enhance communication between the supervisor and direct report in areas critical to the development of an employee including professional development, recognition, as well as positive and constructive feedback. Outside of this formal process, supervisors and direct reports are encouraged to meet regularly at a frequency that works best for them.  These one-on-one meetings can be used to further discuss the topics mentioned above as part of the performance development process or to provide updates on assignments and get direction for the next steps. 

Promotions and Job Scope Changes

A promotion occurs when an employee advances into a position of significantly greater responsibility and/or a job assigned to a higher pay grade. A job scope change occurs when an employee’s duties change significantly. Promotion and job scope changes need to be reviewed on a case-by-case basis to determine any changes to compensation. Promotions that occur from a position posted via the Applicant Tracking System are subject to the normal hiring process. Any promotion processed as a result of this process must still meet the criteria below.

Process and Criteria
When an employee is considered uniquely qualified for an open position, the hiring manager/director may request to promote the employee and bypass the typical posting and advertising process. In making the case for the employee's eligibility for promotion, the hiring manager must show how the following criteria are met:

• The employee must be considered uniquely qualified;
• The employee's performance at the university must be exemplary;
• The employee must possess all the required skills and abilities required for the position;
• The employee must possess the relevant experience required;
• The employee must be able to demonstrate continued professional development in his/her field since the date of hire;
• The employee must possess the minimum education required and ideally possess the preferred education specified. 

More information regarding the hiring process can be found on the HR Recruitment & Hiring webpage. For questions regarding this process please contact the Office of Human Resources. 

Staff Working Outside Their Primary Position

Occasionally, supportive operating staff may work outside of their primary job, such as assisting with special events, driving a van for a student event, or other temporary/casual assignments involving duties apart from the employee's primary position. Below are the guidelines that will be used to determine the rate of pay for working in these temporary/casual assignments. All requests for temporary/casual assignments must be coordinated with the Office of Human Resources prior to attaining current SOS members to work to ensure all parties understand the pay arrangements of the temporary/ casual assignment.

The SOS member will be paid their current hourly rate if the pay classification is similar to their current classification. If this is not the case, then the SOS member will be paid an hourly rate consistent with the temporary assignment they're being asked to perform. These guidelines also apply to retired employees working occasionally in a casual position.

Lastly, the supervisor/manager of the temporary assignment must furnish the Office of Human Resources with an email or memo authorizing the assignment.