Date to be reviewed:
|Chief of Staff|
To achieve the stated mission and the objectives delineated in the strategic plan, Wheeling Jesuit University must maintain an organizational structure focused on performance, customer service and managing transition. This policy outlines the basic structure of the organization and a process for reflecting changes to that structure.
2.0 POLICY STATEMENT
2.1 The University Structure
- The Board of Trustees has ultimate authority over, and ultimate responsibility for, all acts of the corporation. The Board of Directors has been delegated the necessary and convenient powers to direct and manage the ordinary business and affairs of the corporation.
- The President, as the Chief Executive Officer of the Board of Directors, is chief administrator of the University.
- All employees report directly to their immediate supervisors who, in turn, report through the chain of command to the Chief Executive Officer of the University, the President, as outlined on the official organizational chart.
2.2 The Director of Human Resources, in consultation with a position supervisor, Chief Financial Officer and the executive officer to whom that position ultimately reports, handles all matters concerning the recruitment, hiring, classification, and termination of all personnel for any and all positions.
2.3 Organization charts reflecting the reporting relationships and names of personnel in the University are maintained by the Human Resource Department and updated as employees are processed through Human Resources when they are hired or terminated. Administration will be issued an amended organization chart by Human Resources when such actions dictate.
2.4 Changes to the reporting relationships on the organization charts must be pre-approved by the President of the University. All organizational charts are subject to final approval of the President prior to issuance.
2.5 Employees who wish to avail themselves of the "open door" policy in the Dispute Resolution process may use the organizational structure to identify their immediate supervisor to discuss issues prior to moving up the chain of command (exception: an allegation of harassment maybe taken directly to Human Resources).