2.1.1 Job descriptions for new positions will be developed prior to the approval of a job requisition.
2.1.2 Recruiting activities will only occur subsequent to the creation of an approved job description.
2.1.3 For vacant positions, the job description must be reviewed and approved prior to posting.
2.2 Contents of a job description
2.2.1 All job descriptions will contain: A Summary, Qualifications, Essential Functions, Core Characteristics, Ergonomic/Environmental Considerations, and Reporting Structure.
2.2.2 All job descriptions will be assigned to a pay grade and pay grades will be designated by their FLSA status.
2.3 Create a job description
2.3.1 Administrators and Department Heads will ensure that a complete and current job description is in place for all positions within their departments including both direct and indirect reports.
2.3.2 When a new position is being added to a department, the hiring manager should follow these steps:
- Evaluate whether an exact job description exists for the position.
- If an exact job description does not exist, evaluate similar job descriptions as a baseline.
- If neither an exact or similar job description exists, the hiring manager should complete a job evaluation questionnaire which captures the key responsibilities and duties.
- Submit the job questionnaire to the Human Resource Department. The Job Evaluation Committee will review the job questionnaire and assign a salary grade and FLSA status to the position.
2.4 Maintenance of Position Descriptions
2.4.1 Human Resources will support the process resulting in the creation of the official position description.
2.4.2 At the time of hire, and during the annual performance evaluation process, administrators and department heads will review position descriptions of all direct and indirect reports to ensure they reflect the current job responsibilities.
2.4.3 Any updates to the position description will be submitted to Human Resources to be updated.
2.5 All job descriptions will be retained in Human Resources for reference.
The Director of Human Resources, in conjunction with the President of the University or his designee, has the authority to approve changes or exceptions to this policy at any time with or without notice, provided such changes are in compliance with legal or regulatory requirements and other policy guidelines.