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.
2.1 The University Structure
2.1.1 The Board of Trustees has ultimate authority over, and ultimate responsibility for, all acts of the corporation. The Board of Trustees has been delegated the necessary and convenient powers to direct and manage the ordinary business affairs of the corporation.
2.1.2 The President, acting at the behest of the Chair of the Board of Trustees, is chief administrator of the University.
2.1.3 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 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 Official 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. Official organization charts are posted on the University Compliance site and will be amended by Human Resources when such actions dictate.
- As a rule, organization charts will cascade down from the president one level to the next level immediately beneath.
- Each direct report of the president will cascade down one level; this process will be repeated with each chart representing the senior individuals and his/her direct reports on the level immediately beneath [exception: those organizations that are smaller with have fewer direct reports].
2.4 Restructuring positions or reporting relationships and deleting or adding positions to the organization charts must be approved by the Director of Human Resources and based upon personnel actions previously approved by the Chief Financial Officer, the President, or designee.
2.5 The performance appraisal process will reflect the organization charts.
2.6 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).