Reorganization

As a University committed to being Ohio's most learning-centered and innovative university, Wright State University must continuously evolve in support of our mission to transform the lives of our students and the communities we serve.  There are times when colleges/departments need to reorganize to enhance the human resources, fiscal or operational management of the organization.  Further, Wright State values its employees and is committed to providing opportunities for professional development, succession planning and advancement in a manner that supports and encourages fairness, accountability, and engagement.

Reorganization is a redesign of an internal structure initiated at the discretion of leadership.  Reorganization may be done to drive new initiatives, improve efficiency and effectiveness, adapt to marketplace trends, focus on core competencies and maximize service to the customer.

A combination of the following are typical actions as part of reorganization:

• Creating or eliminating positions
• Reconstructing current positions
• Changing reporting structures
• Creating or eliminating units
• Combining organizational units

Any department/college/division within the university is eligible to reorganize their area and workforce to further meet the mission, goals and objectives of Wright State University.

1. A department/college/division identifies a need for a reorganization.
2. A department/college/division consults with Human Resources. The following items are part of the consultation:
   1. Business rationale and summary of the proposed reorganization, including any cost projections
   2. Current and proposed organizational chart
   3. List of affected employees to include:
      1. Classification of affected employees, i.e., unclassified, classified, bargaining unit, special contract
      2. Current and proposed salaries
      3. Current and proposed titles, including FTE
      4. Current and proposed direct supervisor
      5. If any changes to the salary are requested: current and proposed job descriptions (including minimum qualifications)
   4. List of all positions (and if applicable, incumbents) proposed for position elimination
   5. List all of new positions that are proposed including the following for each position:
      1. Job description (including required qualifications)
      2. The internal promotion, lateral, or demotion of current department employees
      3. Whether an internal or external search is proposed and in what instances
      4. If classified, what other placement options are available?
3. Materials shared with Human Resources shall be sent to the Office of Equity and Inclusion (OEI) who will review the impact of the proposed reorganization on Wright State's Affirmative Action Plan.
4. A department/college/division obtains the support of the appropriate Vice President/Vice Provost/Dean/Provost in approving a reorganization after consideration of Wright State University's commitment to affirmative action using information provided by the Office of Equity and Inclusion.
5. All reorganizations must identify the total salary and benefits expended or to be expended both before and after the reorganization.  Any newly required funding as a result of reorganization must be identified by the department/college/division as part of the proposal.
6. HR consults and collaborates for job descriptions, title, salary, notice process, and communication strategies.
7. To initiate agreed upon changes, the unit recommending the changes will submit the requests via Wright State University's on-line application system.