Skip to body

Resources and Reports

CWUP 6-30 Conditions and Terms of Employment

6-30-010Appointment: Terms and Conditions
6-30-020Evaluation of Exempt Employees
6-30-030Hours of Work
6-30-040Position Changes
6-30-050Professional Growth
6-30-060Types of Appointments

 

CWUP 6-30-010 Appointment: Terms and Conditions

All appointments shall be governed by professional considerations, and shall be based on qualifications, not political or other nonprofessional considerations, and shall follow federal, state and university guidelines, including equal opportunity policies. The responsibility for making appointment rests with the appointing authority. 

Exempt employees have no tenure and serve at the discretion of their appointing authority. Exempt appointments are considered to be at-will appointments. Such appointments may be terminated by the university provided the termination does not unlawfully discriminate or violate public policy (CWUP 2-40-130 Nondiscrimination Policies and Programs).

[EEAGB: 4/7/08; BOT: 6/6/08; BOT: 2/09; BOT: 6/09:Responsibility:EEA Governing Board/Chief of Staff; Authority: President’s Office; Reviewed/Endorsed Cabinet/PAC; Review/Effective Date: 9-5-12; Approved by: James L. Gaudino, President]

CWUP 6-30-020 Evaluation of Exempt Employees

All administrative exempt personnel shall be formally evaluated by their supervisors at least once each year. Informal evaluation is also encouraged on a frequent and continuing basis.

The purposes of the evaluation shall be:

1. To ensure that each administrator assumes responsibility for regular  evaluation of employees under his/her jurisdiction.

2. To establish the value of each employee's contribution to the cooperative effort of the institution.

3. To motivate individuals to higher standards of job performance.

4. To enhance and the personal and professional development  of employees.

5. To provide information by which an individual may improve in the performance of his/her current duties.

6. To provide a basis for allocating rewards equitably among employees.

7. To acquire information on which to base personnel decisions.

[EEAGB: 4/7/08; BOT: 6/6/08; BOT: 2/09; BOT: 6/09: Responsibility: EEA Governing Board/Chief of Staff; Authority: President’s Office; Reviewed/Endorsed Cabinet/PAC;
Review/Effective Date: 9-5-12; Approved by: James L. Gaudino, President]

[Back to the Top]

CWUP 6-30-030 Hours of Work

It is expected that full-time, exempt work schedules will consist, at a minimum, of 40 hours per week which will serve as the basis of annual and sick leave accruals. Work hours are established by the supervisor based on the needs of the department.

However, when the nature of responsibilities associated with an exempt position requires greater than a 40-hour workweek including evening and weekend work, considerable flexibility in the work schedule to accommodate meetings and functions on weekends and evenings is expected. In addition, whenever possible, supervisors and employees should anticipate peak and seasonal workloads and make appropriate work schedule adjustments.

Further, if the nature of an exempt appointment frequently requires greater than a 40-
hour work week, the employee is not required to charge annual leave or sick leave to cover an occasional, supervisor-approved absence.  Employees shall not be required to use accrued annual or sick leave during any period in which the employee is actively engaging in an approved professional leave activity.

The president or designee of Central Washington University may suspend the operation of all or any portion of the institution whenever it is determined that the public health or property or safety is jeopardized and/or is advisable when an emergency occurs.  CWUP 2-10-160 (Suspended Operations–Emergency Closure) will be followed.

For part time exempt employees, those whose normal work hours are less than 40 hours per week, their work hours will be established by the supervisor based on the needs of the department. When more than the scheduled hours are needed to accommodate the department, flexibility in work schedules should be considered by the supervisor.

[EEAGB: 4/7/08; BOT: 6/6/08; BOT: 2/09; BOT: 6/09:Responsibility:EEA Governing Board/Chief of Staff; Authority: President’s Office ; Reviewed/Endorsed Cabinet/PAC;
Review/Effective Date: 9-5-12; Approved by: James L. Gaudino, President]

CWUP 6-30-040 Position Changes

Exempt employees' positions may be changed at any time without prior notice and without recourse to CWUP 6-80 (Greivance) provided that: the new position is at a comparable or higher level of salary to the employee's previous position, or the position change is by mutual agreement between the employee and his/her supervisor, or the employee has faculty rank and is being reassigned to return to instruction within his/her academic department.

An exempt employee may request consideration for reassignment to a position at a similar level of responsibility or for voluntary reduction to a position at a lower level of responsibility. If the employee-initiated request results in an appointment, the salary will be established in accordance with CWUP 6-50- and CWUP 6-50 (Compensation_. The employee who requests such reassignment or voluntary reduction shall not have recourse to the administrative grievance procedure.

When appropriate an exempt employee may be reassigned to a position at a lower level of responsibility. The salary for the new assignment shall be determined through CWUP 6-50 (Compensation). The employee who is reassigned shall have recourse to CWUP 6-80 (Grievance).

[EEAGB: 4/7/08; BOT: 6/6/08; BOT: 2/09; BOT: 6/09: Responsibility: EEA Governing Board/Chief of Staff; Authority: President’s Office; Reviewed/Endorsed Cabinet/PAC;
Review/Effective Date: 9-5-12; Approved by: James L. Gaudino, President]

 

[Back to the Top]

CWUP 6-30-050 Professional Growth

It is in the interest of the University to encourage exempt administrative professional growth and job satisfaction through the judicious and strategic use of various job design strategies such as job enlargement, job enrichment, and job rotation. Professional growth opportunities provide individuals with new skills and competencies that may prepare them for new positions, growth within their current position, or a promotion. Additional compensation is not provided for professional growth opportunities.

(1) Definitions:

Job enlargement broadens the scope of a job by expanding the number of units for which the position is responsible and thereby adding increased challenges and opportunities for the incumbent.

Jon enrichment increases the dept of a job by adding responsibility in the areas of planning, organizing, controlling and evaluating of the work within the functional unit.

Job rotation is the process of shifting a person to a different job (typically for a finite period of time) for the purpose of ensuring the staff are cross trained in multiple units of the department thereby preparing the person for future job enlargement or job enrichment opportunities.

(2) Promotions:

Promotions occur when there is an elevation of a position to a higher level of responsibility and salary by increasing responsibilities and duties.

Each of these strategies can be used to add variety and challenge to a job while also allowing the individual to learn new skills and to refine and develop existing skills to better prepare for advancement opportunities that may occur.

The human resources department will develop and maintain procedures for professional growth.

[EEAGB: 4/7/08; BOT: 6/6/08; BOT: 2/09; BOT: 6/09: Responsibility: EEA Governing Board/Chief of Staff; Authority: President’s Office; Reviewed/Endorsed Cabinet/PAC;
Review/Effective Date: 9-5-12; Approved by: James L. Gaudino, President]

CWUP 6-30-060 Types of Appointments

(1) The types of appointments covered by this code include the following:

(A) Regular. A regular appointment is made to a position that is expected to continue to exist for the foreseeable future.

(B) Temporary. A temporary appointment is made to a position created to complete special work projects or tasks of a nonrecurring or intermittent nature, with the position expected to cease to exist once the work has been completed. Temporary positions may be terminated prior to completion of the project or task by modification of the appointment letter in accordance with CWUP 6-30 (Conditions and Terms of Employment) and are not subjected to provisions of CWUP 6-40 (Separation from Employment).

(C) Interim. An interim appointment is made to fill a continuing position while the search is completed to fill the vacancy.  Termination of the appointment prior to filling the vacancy is not subject to the provisions of CWUP 6-40 (Separation from Employment).

(D) Acting. An acting appointment is made to replace an employee on leave of absence from an exempt position. Termination of the acting appointment is not subject to the provisions of CWUP 6-40 (Separation from Employment). If the temporary, interim, or acting appointee held a regular exempt position immediately prior to the assignment, the employee shall return to his/her regular position (or a comparable position) at the previous salary rate plus any adjustments provided by CWUP 6-50 (Compensation), unless notice of separation from employment has been given in accordance with CWUP 6-40(Separation from Employment). Temporary, interim, or acting appointees who held civil service or faculty positions immediately prior to the temporary assignment shall be returned to civil service or faculty status in accordance with the appropriate rules.

(2) The rights, privileges, and responsibilities specified in this code apply to all exempt employees unless otherwise stated in a letter of appointment or subsequent modification to the appointment letter. However:

(A) Part-time appointees working half time or more shall accrue leave on a prorated basis.

(B) Temporary appointees may or may not be eligible for insurance and retirement benefits, based on the eligibility provisions of those benefit plans.

(C) Temporary appointees are not eligible for annual leave and sick leave, unless specifically stated in the appointment letter, and in accordance with the eligibility provisions of those leave plans.

[EEAGB: 4/7/08; BOT: 6/6/08; BOT: 2/09; BOT: 6/09; BOT: 12/09: Responsibility: EEA Governing Board/Chief of Staff; Authority: President’s Office; Reviewed/Endorsed Cabinet/PAC;Review/Effective Date: 9-5-12; Approved by: James L. Gaudino, President].

[Back to the Top]