Launched in February 2026, Bobcat Beyond is a new professional development recognition program designed to celebrate continuous learning. As part of this program, OHIO employees have opportunities at every level to earn digital badges as they complete professional development activities.
Work
Dynamic Strategy Pillar
Work Pillar
The heart of an excellent, engaged, thriving public university is its faculty and staff. An inspired and motivated employee community, by its own nature, promotes student success and fuels innovation and discovery. As we move our Dynamic Strategy forward, we recognize that people are the center of progress. We want every faculty, staff member, and University leader to connect with our mission and vision and find a place for themselves in the path ahead. We know we must recognize and reward the role they will play in our ongoing success, and we also must recruit talented individuals who are ready to join our journey.
Goal
Become a destination employer for those passionate about the mission of public higher education
Strategy 1
Prioritize recruiting, retaining, recognizing and rewarding high performing faculty and staff across all campuses and modalities.
Action 1 – Make meaningful total rewards investments that provide OHIO a competitive foundation in recruiting and retaining talent.
Action 2 – Resource best-in-class faculty and staff recruitment strategies.
Action 3 – Expand opportunities for recognition and rewards for faculty and staff.
Strategy 2
Continually enhance a workplace culture rich with support, trust, belonging and well-being.
Action 1 – Develop a strategy for measuring and responding to employee sentiment at least every three years.
Action 2 – Build upon communication strategies that provide visibility and insight into university decision-making.
Action 3 – Assess current wellbeing resources and develop plans to align and improve strategies to meet the wellness needs of the workforce.
Action 4 – Expand opportunities for social connection and community building that promote inclusion and celebrate all identities and perspectives.
Strategy 3
Establish a Center for OHIO Employee Excellence charged with ensuring effective support of and development for faculty and staff.
Action 1 – Ensure the integration and success of the new hire community by creating an experiential onboarding for all faculty and staff across all campuses and modalities.
Action 2 – Expand or create programs demonstrating gratitude and recognition for employee service and accomplishment.
Action 3 – Enhance and expand professional development opportunities, policies and practices that promote seeking internal and external development opportunities for continuous improvement.
Latest Updates
-
Revisioning Well Being
Following an assessment in 2025, Ohio University began work to re-envision wellness programming across the institution. The WellWorks program and facility was transitioned to the Division of Student Affairs where it will report to the Assistant Vice President of Well-Being to allow for more sharing of resources and programming. In the coming months, Student Affairs, the College of Health Sciences and Professions and Human Resources will partner to assess programs, explore internal engagement opportunities, gather insights from staff and make further improvements to OHIO’s employee wellness offerings.
-
New Total Compensation Estimator
Ohio University’s new Total Compensation Estimator is now available to help showcase the full value of working at OHIO. This tool calculates salary plus university-paid benefits — health coverage, retirement contributions, paid time off, tuition benefits and more — into one easy-to-understand dollar amount.
Employee Recruitment and Retention
- Retention rate of new faculty and staff after one year
- Health benefits benchmarking (Premiums; Cost Sharing)
- Compensation, benefits, and work/life balance assessment as measured through the PAWS survey
Employee Success and Development
- Number of staff participating in professional development activities per year
- Number of faculty participating in Office of the Provost, CTLA and/or ORSP sponsored professional development activities
Climate (All below measured by the PAWS survey)
- Job Satisfaction/Support
- Communication
- Collaboration
- Respect & Appreciation
Work Executive Leadership Team
- Mary Elizabeth Miles (Lead) – Vice President of Human Resources
- Carly Leatherwood – Chief of Staff, President's Office
- David B. Moore – Vice President of Finance and Administration
- Jackie Rees-Ulmer – Dean, College of Business
- John McCarthy – Interim Executive Vice President & Provost
- Rob Ross – Dean, University Libraries