Employment Services

List of Salaried/Professional Job Descriptions for current employees.


Update or Write the Job description

If you already have a job description please go to the list at the top and update the one we have on file. When complete, email to Kristina O'Brien.

For a new position, please follow these guidelines.

For a reclassification of a current position, please follow these guidelines.

If you need to write one, the guidelines are listed below. You may also download a WORD template. Please do not leave areas blank

 

Employment Services
Hourly (Classified) Job Descriptions
Human Resources
Job Opportunities
Payscales - Hourly (Classified)
Payscales - Salaried (Professional)
Position Description Questionnaire (PDQ)
Position Review/Reclass


Salaried/Professional Job Description Instructions

The information you provide according to the format outlined below will determine the appropriate title of your position, its responsibilities, and the essential and non-essential functions of the job for hiring and future evaluation purposes. If an area is not applicable, please indicate with "n/a".
I.      Title:   (proposed)
         Division :  (2 letter code)                                             Department:
         Location:  (campus, building, floor, room)
         Schedule: (if part-time, list percentages)
         Organizational relationships:
             Reports to:
               Supervises:
               Coordinates with:
II. Statement of the Job: In a few sentences, summarize the purpose/objective of the position as a brief overview of the major or essential functions.
III. Essential Functions:  Using action verbs such as operates, develops, supervises, etc, list the essential duties of the position. Essential duties are those that are the fundamental reason for the position to exist. They relate directly to the knowledge and skill qualifications that you establish for the position. To be an essential function, it should satisfy the following criteria:
1. Your department would not be able to function adequately if the task was not performed by the person in this position.
2. Anyone unable to perform the function, even with reasonable accommodation, would not be qualified for the position.
IV. Marginal Functions: Using action verbs, list the duties of the position that are not essential. These are duties that, if not performed by the person in this position, could be assigned to others and still allow your department to function adequately.
V. Supervisory Responsibilities:  If applicable, use the following statement.  Feel free to modify accordingly.  -   Primary supervisory responsibility for X professionals, Project Specialist I and II and one classified staff, an Administrative Associate. This includes, but is not limited to, conducting performance evaluations, approving annual leave, authority to discipline and assign work, provide orientation and support, provide support to utilize professional development resources and serves as search chair for hiring; recommends people for hire. Demonstrated knowledge and experience in maintaining a safe working/learning environment.

VI. Budget Responsibilities:  Using action verbs, list what responsibilities the position will have in regards to the department’s budget. (Ex: Oversees expenditures for $12,000 operating budget).

VII. Public/Professional Responsibilities: List any responsibilities the position will have outside of day to day responsibilities. This may include professional development and/or seminars, public presentations, etc…
VIII. Internal/External Contacts: If the position will involve contact with people outside your department or the University, describe these contacts, i.e. whom they will be with, what will be their purpose, and how frequently they will occur .

IX. Knowledge, Skills and Abilities: Considering the essential functions you have identified, list the knowledge, skills and abilities necessary to perform those functions. Physical and mental abilities should be included . (Boilerplate to ad: "Posess an attitude that fosters a respectful, non-threatening workplace environment".)

X. Qualifications: (Please note whether required or preferred). Include:
- Educational requirements or equivalency
- Suggested years and type of experience
- Licenses or certifications
NOTE: You are encouraged to limit "required" qualifications to the minimum necessary, and to use "preferred" to a greater extent. This will help you avoid situations where a candidate is ideal for the job and you want to consider him/her but cannot because he/she does not meet one of the required qualifications. Before listing a qualification as "required", ask yourself whether you would really want to reject a candidate not meeting that requirement if the candidate were perfect for the job in every other way.

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Employee:
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Last Updated: July 30, 2008
You are visitor number since March 31, 2008

 

For further information or problems with this page, contact: Linda Boody