Human Resources
Human Resources at WSSU exist to provide value added, comprehensive, customer friendly human resources services. To that end, we will provide exceptional services in the areas of:
● Classification and Compensation ● Recruitment and Employment ● Candidate Selection Process ● Benefits ● Leave Administration |
● Employee Relations ● Learning & Development ● Workers' Compensation ● Performance Management ● Organizational Design |
Administrative Structure
- The Associate Vice Chancellor for Human Resources provides supervision and leadership for the Human Resources Department, as well as overall leadership and direction for the University's human resources strategy, policies, and planning. Responsible for developing a full range of human resources programs and services in support of the institution's mission, vision, and priorities. Provides strategic consultation and guidance to senior administration and departmental management on human resources issues.
- The Human Resources Consultant for Benefits, Leave, and Workers’ Comp oversees all employee benefits (Medical, Dental, Vision, Retirement), Disability, FMLA, Workers Compensation and leave administration for the entire employee population.
- The Human Resources Director and Employee Relations Manager advises and guides employees and supervisors in Employee Relations issues, investigates complaints and makes recommendations, advises supervisors in disciplinary process in line with University and State policies and laws, collaborates with managers, directors and senior officers to assess and identify systematic problems and to plan course for achieving strategic goals including the Employee Assistance and Performance Management Programs.
- Administrative Support Associate
Important Policies
- Faculty Recruiting and Hiring
The process for faculty recruiting and hiring is outlined in the Faculty Recruiting and Hiring Guidelines document. Classifications and processes begin on page 2.
- Performance Management Plan (PMP)
Performance Management is one of the most important leadership responsibilities for managers. The work plan establishes goals for employees to achieve during the work cycle. The interim and annual performance appraisal process provides a structured forum to provide constructive feedback and/or observations to direct reports in regards to their respective work performance during the current appraisal cycle. This process also provides an important opportunity for a manager and employee to:
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- recognize accomplishments and/or identify developmental needs;
- promote greater understanding of current and/or future goals (University, departmental, work unit), as well as, their specific role in facilitating achievement of these objectives; and
- discuss skills development/enhancement opportunities to encourage continuous learning and to enable career growth.
- The WSSU Performance Management Portal is accessed through PeopleAdmin.
- Leave and Leave Reporting
EHRA Non-Faculty, SHRA, and eleven and twelve-month faculty accrue vacation and sick leave which are reported in the Banner Biweekly Leave Reports and approved by supervisors. Policies related to the many different types of leave including Family And Medical Leave (FMLA), Holiday Leave, Leave Without Pay, Military Leave, etc. can be found in the Human Resources Leave Administration pages.
All permanent, full-time WSSU employees who work 30 or more hours per week for nine (9) or more months are eligible for a maximum of two (2) courses per academic year, at any of the 16 campuses of the University of North Carolina in a manner consistent with North Carolina General Statue § 116-143(d), as it may change from time to time. Participation in the programs is voluntary and courses may be taken for either career development or personal interest.
The purpose of this plan is to guarantee all current and former University employees, outside contractors and vendors the right to work in an environment free from unlawful workplace harassment and retaliation. Consistent with the policy of the State of North Carolina, the policy of Winston-Salem State University is that no University employee may engage in speech or conduct that is defined as unlawful workplace harassment. The provided link details the guidelines for reporting unlawful workplace harassment.
Winston-Salem State University (WSSU) is committed to provide a workplace that is free from violence or the threat of violence by establishing preventative measures, by holding perpetrators of violence accountable, and by providing assistance and support to victims. A threat assessment team has been established to provide assessment and intervention of troubling, disruptive, and threatening behavior in an effort to avert activity that compromises the retention of a safe and secure environment for the campus community.
Any form of violence as defined in this policy may be cause for criminal prosecution or disciplinary action, up to and including dismissal, as unacceptable personal conduct. WSSU will apply all useful management tools to accomplish the dual purpose of reducing the effects of violence on victims and the WSSU community as well as hold perpetrators of violence accountable for their actions. The provided link details the definitions of and guidelines for reporting violence in the workplace.
There are policies and procedures that are unique to EHRA Non-Faculty employees in regards to termination, rights to salary continuation and notice, leave, grant-funded employees and expiration of funds (90 days). The provided link details the definitions of and guidelines for EHRA Non-Faculty employees.
It is the policy of The University of North Carolina that the grievance process exists to allow for prompt, fair and orderly resolution of disputes arising out of employment. The University of North Carolina has therefore adopted this Grievance Policy to further these goals as approved by the State Human Resources Commission. The provided link details the definitions of and guidelines for the SHRA Employee Grievance policy.
WSSU Personnel Policies - the university’s resource for policies related to personnel, EHRA, SHRA, and Faculty employees.
Recommended Links
Personal issues, planning for life events or simply managing daily life can affect work, health and family. The Winston-Salem State University Employee Assistance Program (EAP) provides support, resources and information for personal and work-life issues. The EAP is university-sponsored, confidential and provided at no charge to employees and their dependents. This page explains how the EAP can help families deal with everyday challenges.
The following link is a repository for forms related to the Performance Management Process and Cycle, exit interviews, separation from the university, employment/hiring, benefits, compensation, workers compensation, and administration.
Winston-Salem State University's Employee Relations handles information about a variety of subjects and resources that inform and facilitate a positive employment relationship. It is the policy of Winston-Salem State University to provide a means of communication between supervisors and employees and to establish principles of administration to assure a prompt response to an employee’s grievance.
Winston-Salem State University is an "equal employment opportunity employer", committed to the principle of equal and fair treatment of all applicants regardless of race, color, religion, sex, disability or national origin.
Winston-Salem State University adheres to an Affirmative Action Plan designed to insure that all present and prospective employees of the University can be assured of equal and fair treatment, in not only recruitment and hiring, but also in promotion, demotion, transfer, layoff, termination or selection for training and development. The provided link contains policies and procedures related to employment, warning structures and processes, written warning procedures, and dismissal, demotion, or suspension without pay procedures.
Winston-Salem State University provides a full range of benefit programs and services which support and enhance the employment relationship of faculty and staff.
Comprehensive benefit programs are an essential part of one’s total compensation and are designed to provide income security for future needs, assist with meeting the costs of health care, and provide a generous program of paid time off to help balance the demands of work and family.