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Office of Human Resources

Compensation Services


Position Descriptions Home


A position description articulates the specific Focus Statement, Responsibilities, Competencies and Qualifications required of a position to support a department within the University.

Position descriptions are based on University approved job classification specifications that are used as a starting point when developing specific responsibilities, competencies and qualifications of a position. Job classification specifications outline specific criteria assigned to a job classification including job family, pay plan, pay band, exemption status and bargaining unit. In addition, they provide a basic, generalized description of applicable duties performed and recommended competencies. Requirements are also listed related to confidentiality, background check, financial disclosure and education/experience*. Use this information when preparing a position description and contact an assigned Compensation Services Analyst for guidance during this process.

*Please note that the education/experience listed on a job classification specification is the minimum requirement. No position can have education/experience that is lower than the job classification specification; however, the education/experience can be higher than the job classification specification if there is a business need justified for such. To request a higher level of education/experience a department must submit documentation that articulates the business need for such a change. Compensation Services reserves the right to deny requests for an increased level of education/experience based on compliance standards.

Position descriptions are to be reviewed at least every three years to ensure the documented Focus Statement, Responsibilities and/or Competencies reflect those currently assigned to the position. Any position description older than three years is considered to be outdated. Requests to change position descriptions should be initiated by a department through their assigned Compensation Services Analyst by submitting an ePAF+ through the OMNI system. Changes in salary plans (USPS to A&P, A&P to USPS or to or from staff to faculty) require additional steps. Please contact an assigned Analyst for further information if you are requesting such a reclassification.

All staff positions (USPS/A&P) within the University have position descriptions that are maintained by the Office of Human Resources. Faculty position do not have position descriptions. Rather, faculty positions have "Assignments of Responsibilities" (AOR) that are facilitated by the Office of Faculty Development and Advancement.


An "Update" to a position includes any modifications to the Focus Statement, Responsibilities and/or Competencies assigned to a position that maintains standards of the current job classification. Responsibility levels may increase or decrease but must remain within the standards of the current job classification. Such modifications create a brand new position description.


An "Amendment" to a position includes any modifications to content items OTHER THAN Focus Statement, Responsibilities or Competencies.

Such items include the following:

  • Working Title
  • Confidentiality
  • Financial Disclosure
  • Pay Additive Eligibility (On-Call Pay, Shift Pay, etc.)
  • Education/Experience
  • Degrees
  • Licenses & Certifications (Class E Driver’s License, Notary Public, CPR, etc.)
  • Tests/Examinations (Background Check, Physical Exam, etc.)
  • Memberships
  • Language Skills
Such modifications do not create a new position description. Rather they amend the last approved position description that has been documented.


A "Re-classification" to a position includes any modifications to the Focus Statement, Responsibilities and/or Competencies assigned to a position that no longer maintains standards of the current job classification. Responsibility levels are of an increased or decreased level that fall outside of the current job classification.

Factors that determine the need for re-classification:

  1. Complexity of Work
  2. Organizational Representation
  3. Independence of Action
  4. Organizational Accountability
  5. Fiscal Responsibility
  6. Supervision Exercised

Factors that do NOT result in a re-classification:

  1. Longevity - The basis for the request is due to the incumbent not receiving a salary increase because he/she has reached the maximum of the pay band or because the incumbent is a long term employee.
  2. Future Assignments - The basis for the request is due to duties or responsibilities which may be incorporated into the position at a future time
  3. Increased Volume - The basis for the request is due to an increase in volume of work, but the complexity of the duties/responsibilities remains the same
  4. Financial Need - The basis for the request is due to a financial need of the incumbent.
  5. Retention - The basis for the request is due to job offers or market salary data.
  6. External Comparison - The basis for the request is due to a comparison to positions outside of the University.
  7. Performance Related Characteristics - The basis for the request is due to performance behaviors such as initiative, efficiency, positive customer service, etc. These characteristics, as well as personality traits (loyal, dedicated, hard working, etc) are not part of the classification process and cannot be considered in the review.