The Civilian Human Resources Directorate
- Develops and implements civilian personnel policies and programs to attract and maintain fully qualified and productive workforce in order to accomplish the University's mission.
- Provides staffing, recruitment, employee relations, performance management, employee benefits, employee training and career development, position management, position classification, affirmative action, and records maintenance services under two distinct personnel systems for administratively determined employees and non-administratively determined employees.
- Develops and administers a personnel information management systems to meet the information needs and reporting requirements of the University.
- Administers H, J, and TN VISA programs for the employment of qualified non-citizens at the University.
- Administers the Cooperative Administration Support Unit (CASU) and Administrative Support and Assistant Personnel (ASAP) programs.
The Civilian Human Resources Directorate reports to the Assistant Vice President for Administration.
The principal subdivisions of the Civilian Human Resources Directorate are the Staffing and Classification Division and the Workforce Relations Division and Labor Management Division. Organizational Chart CHR Org Chart.
Merit System Principles
The Merit Principles listed below are adapted from the statutory language that appears in section 2301(b) of title 5, United States Code.
- Recruit qualified individuals from all segments of society and select and advance employees on the basis of merit after fair and open competition.
- Treat employees and applicants fairly and equitably, without regard to political affiliation, race, color, religion, national origin, sex, marital status, age, or handicapping condition.
- Provide equal pay for equal work and reward excellent performance.
- Maintain high standards of integrity, conduct, and concern for public interest.
- Manage employees efficiently and effectively.
- Retain or separate employees on the basis of their performance.
- Educate and train employees when it will result in better organizational or individual performance.
- Protect employees from improper political influence.
- Protect employees against reprisal for the lawful disclosure of information in "whistleblower" situations (i.e., protect people who report things like illegal and/or wasteful activities).