| 1. | Except for those personnel functions delegated to the Provost and Executive
Vice President, the Vice President for Human Resources or the Vice President's designee
is authorized to (1) act for the President of the University to administer human resources and
employment functions and (2) advise the President, Provost and Executive Vice President,
chancellors, vice presidents, deans, and other executive officers on matters relating to human
resources administration. The Vice President for Human Resources also is responsible for ensuring
institutional compliance with applicable laws and regulations and for establishing the
administrative structure and functions necessary to carry out and deliver human resources
programs and services. |
||
| 2. | The Vice President for Human Resources or the Vice President's designee has
delegated authority for the following functions: |
||
| A. | Benefits Programs Administration This function includes the oversight and administration of the following: retirement and insurance programs, retirement plan documents, optional saving and investment programs, the wellness program, and such other related programs as may be necessary or desirable for the University to remain a competitive employer; except that policy changes in retirement and insurance programs require the approval of the Board of Regents. |
||
| B. | Compensation This function encompasses all activities related to the establishment and administration of employee pay plans, job title assignment, and job classification, except for activities related to actual payroll process administration. Compensation includes development and administration of equitable pay practices, conduct and/or oversight of the conduct of salary surveys, evaluation and analysis of employment marketplace data to assess its impact on and relevance to University compensation practices, and the support of other human resources functions, such as labor relations, by providing and analyzing data regarding compensation practices. |
||
| C. | Exemption from Civil Service and Reversion Process Administration Exempting positions from civil service involves interpreting the exemption criteria specified in RCW 41.06.070 and applying these criteria to University positions to determine if the positions are properly exempted from the state's civil service system and therefore should be placed in the University's Professional Staff Program. The Vice President for Human Resources or the Vice President's designee is responsible for administering the reversion process specified in RCW 41.06.070. If placement in a classified position through the reversion process is not possible, and an employee is subject to layoff as a classified employee, the Vice President or the Vice President's designee may, at the Vice President's discretion, act for an appointing authority to provide the notice of layoff. |
||
| D. | Labor Relations This function includes the negotiation, administration, and interpretation of collective bargaining agreements for employees in properly constituted collective bargaining units, except that the initial collective bargaining agreement with a representative of a newly certified bargaining unit requires the approval of the Board of Regents. The labor relations function also includes maintaining effective relations with collective bargaining representatives, participating in the resolution of employee grievances, and representing or assisting legal counsel to represent the University before the Public Employment Relations Commission, or in arbitration or other legal proceedings. |
||
| E. | Professional and Organizational Development This function provides training to enhance employee skills, to prepare employees for advancement, and to enhance the ability of University departments to be organizationally effective. |
||
| F. | Employee Relations This function assists University departments to understand and implement Human Resources policy and regulations, to administer leave programs, to understand and implement labor contract requirements, to facilitate activities related to employee disability accommodation, to deal with issues or problems related to employee job performance or behavior, to coordinate and administer the layoff process, and to perform related activities such as assisting departments to comply with regulatory agency requirements. |
||
| G. | Recruitment and Employment This function includes workforce planning, recruitment, screening, and assessment of candidates for employment in accordance with the institution's status as an equal opportunity affirmative action employer. Human Resources provides University departments with temporary employees to meet short term, project, or peak workload needs. Human Resources also oversees and establishes requirements for the use of temporary employees to ensure compliance with applicable laws and rules. |
||
| H. | Human Resources Information Systems and Data Management Services This function includes authorizing access to and managing the maintenance, analysis, interpretation, and reporting of data relating to employment, compensation, benefits, temporary employment, and all other human resources functions pertaining to non-academic staff. Human Resources plays an integral role in planning, designing, testing, and implementing technology-based services and systems related to human resources functions. |
||
| I. | Communications This function includes the development and delivery of communications to provide timely, accurate, and relevant information regarding human resources policies, programs, services, and activities. |
||
| J. | Violence Prevention This function leads and collaborates with other University departments in the development and promotion of the University's violence prevention program and related activities. |
||
| K. | Disability Accommodation This function assists University staff, faculty, academic appointees, nonmatriculated students, and members of the public with disabilities to allow them to fully participate in University activities. Services include providing accommodation advice and resources (such as assistive equipment, classroom or examination accommodation sign language, oral and tactile interpreters, and real time captioning); arranging general access accommodation for members of the public attending University events; arranging disabled parking and transportation; and providing a process for recommending modification of facilities to accommodate disabled users. |
||
| L. | Policy Development, Maintenance, and Compliance This function involves the analysis of legislative and regulatory requirements, and uses accepted best practices to design and implement policies and procedures that allow University departments and staff to efficiently and effectively carry out transactions related to human resources functions. |
||
| M. | Work/Life This function provides programs and services for all University employees that help them effectively manage their personal and family needs while meeting the requirements and responsibilities of their jobs. |
||
| N. | Leave This function establishes policies, procedures, and systems to support leave administration and management. |
||
| September 16, 2009. | |||
For additional delegations of authority, see: