Writing Job Descriptions using the Aurora University Job Description Template

This manual summarizes the process of writing job descriptions utilizing the current Aurora University Job Description Template.

Contents:

I. Introduction, Job Elements Page 1II. FLSA General Guidelines Page 2IV. Position Purpose, Core Competencies, Essential Job Functions Page 3V. Essential Job Requirements, Education and Experience, Page 4

Required Certifications, SkillsVI. Physical Requirements, Completed by, Note and Disclaimer Page 5

Appendix A: Fair Labor Standards Act (FLSA) Page 7Appendix B: The Americans with Disabilities Act (ADA) Page 11Commonly Used Action Verbs Page 13Aurora University Job Description Template Page 18References and Resources Page 20

Page 1 of 20

Title: Date Prepared:Department: FLSA:Reports To: <insert job title of direct supervisor> Full time/Part time/Seasonal

Campus:

Writing Job Descriptions using the Aurora University Job Description Template

Introduction:

Job descriptions serve multiple purposes: they give an indication of the culture of the organization by their treatment of mission and values, and the way in which they outline the essential work duties of a specific job. They state the skills, education and other qualifications necessary to be minimally qualified, and typically also what qualification the ideal employee would hold. They assist as training tools for new hires, outlining the most important duties and responsibilities of a position.

Up to date job descriptions are important to both the employer and employee, and are used for purposes ranging from advertising to training to determining accommodations under the Americans with Disabilities Act. An accurate job description states clearly what is expected from the employee, thus is a useful development tool. For the employer an up to date job description can prevent potential law suits by laying out what is required and expected both in skills, physical/mental abilities and job duties.

This Job Description Manual will lead you through the process of creating a job description utilizing the Aurora University Job Description Template. It explains each section of the Description in greater detail and provides tools to assist in completing the Job Description.

Job Elements:

Fill in Job Title. Date Prepared would be the date sent to Human Resources for final approval, or enter “draft” and date.

Fair Labor Standards Act (FLSA) information: either “Exempt” (does not receive overtime, salaried position) or “Non Exempt” (hourly position, eligible for overtime). Determination of Exempt or Non Exempt status is based on a series of tests, briefly summarized below. Please use these as a general guide for a preliminary determination of Exempt or Non Exempt status, final determination will be made in discussion with Human Resources.

Page 2 of 20

FLSA General Guidelines

Whether an employee is exempt or non exempt depends on three basic elements: What kind of work the employee does? The salary of the position. How the employee is paid?

To be considered an exempt staff employee, the employee must perform exempt level duties and be paid at least $23,660 a year, ($455 per week) on a salary basis. Salary basis means the individual is not “docked” for arriving late or leaving early, though discipline may apply.

There are several different classifications of exempt status. The most commonly used at the university are administrative, executive, and professional. All must meet the salary test. A brief overview of these classifications is given below. Please note that these are only brief overviews, additional information is utilized to make determinations. Appendix A has a more extensive review of the FLSA. To qualify for executive exemption the employee must:

Regularly supervises two or more other employees. Have management as the primary duty of the position. Have genuine input into the job status of other employees.

To qualify for administrative exemption the employee must:

Have primary duties which include the performance of office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers.

The employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.

The key words are “exercise of discretion and independent judgment with respect to matters of significance.” Administrative Assistants do not meet the test for an administrative exemption, based on Department of Labor decisions.

To qualify for professional exemption the employee must:

Have primary duties which include the performance of work requiring advance knowledge in a field of science or learning customarily requiring an extensive course of study leading to a Bachelor’s degree. Intellect must also be specialized.

“Customarily” means the exemption may also be available to such professionals who have substantially the same knowledge level and perform same work as the degreed professional but attained the knowledge through a combination of work experience and intellectual instruction.

Page 3 of 20

Position Purpose:

<Job Title> supports learning by… (Two to three sentences covering the essential purpose of the job)

This section should answer the following questions:

Why does the job exist? In what manner does it support learning at the university? What is the person in the job responsible for accomplishing? What is the overall end result of the job?

The Position Purpose should be no more than 3-5 sentences. This statement should help employees understand the essential reason for the job and how it fits in with the Mission of the university. Consider this the “elevator speech” version of the job description – how you would describe the job in 2 minutes or less. Focus on the core, critical duties only.

Core Competencies:

1. Represents Aurora University in the most positive manner with prospective, former and current students, clients, suppliers and the community we serve. Interacts effectively with a diverse group of faculty, staff, students and other customers of our service, learns and uses operating practices of the department and Aurora University.

2. Upholds the Mission Statement: Aurora University an inclusive community dedicated to the transformative power of learning.

3. Handles all information with tact and discretion and recognizes the confidential nature of university business.

4. Supports learning through performance of essential job functions and performing other duties and functions as necessary.

This section must stay as it is written in every job description. It states the proficiencies that are the foundation of every position at the university. It also clarifies that every job needs to be viewed flexibly; all employees need to be ready to carry out responsibilities that may not be specified in the description itself. As employees, we need to work together to carry out the mission of the university, which may mean completing work out “outside” of our regular duties from time to time.

Essential Job Functions:

Select five to eight key tasks or duties vital to the position. If possible, list them in descending order, from more important to less important.

List other duties for which the incumbent may be responsible. Sentences should begin with an action verb followed by an explanatory phrase clarifying the action.

Page 4 of 20

This sentence should explain the how, where, why, and how often for each of the core competencies. A list of common action verbs is attached.

Be concise. More than 12 key tasks or duties are too many. Spell out acronyms the first time they are used. Use present tense. Do not use modifiers, e.g. use “provides customer service” rather than “provides

high quality customer service.” Use “completes monthly reports” rather than “completes accurate monthly reports by the third business day of the month.” The modifiers are for your performance guidelines and procedures, not for the job description.

Essential Job Requirements: Education and Experience:

Essentials would include what types computer programs an individual should know, e.g. “Proficient with Microsoft Office,” “DATATEL experience preferred.

Other essentials would be knowledge of specific functions and processes specific to that position.

Minimum education and experience needed for a new person being hired into the role. Preferred education and experience can be listed.

If experience can substitute education, list that as well. o Examples:

High school diploma required, Bachelors degree strongly preferred. Some prior experience in a clerical role. Two to three years secretarial

experience preferred. Eight years of high level accounting work may substitute an accounting

degree.

Required Certifications:

If specific certification or licensure is required or preferred, list it in this section. Some examples of certifications are Certified Public Accounting (CPA),

Professional in Human Resources (PHR), and Registered Nurse (RN). Some jobs require an individual to drive to offsite locations. Requiring a valid

driver’s license may, in those cases, be required.

Skills:

This section may overlap Essential Job Requirement and Physical Requirements for some positions. List duties and/or activities that are necessary for the position. Some examples are:

Ability to interact verbally by phone, and in person Ability to interact via electronic media Ability to multitask Ability to do high level spreadsheets Ability to attend conferences Understanding of Microsoft Office Understanding of Datatel or other payroll HRIS systems

Page 5 of 20

Physical Requirements:

Physical requirements must tie back to the position’s core competencies and essential job functions. This section is utilized to determine if a qualified individual will be able to perform the job with or without accommodation. It also helps determine which job requirements cannot be accommodated. Be very clear in this section as to what is and is not physically and/or mentally required. Remember that there are many ways most tasks can be performed. Think through each requirement.

The Americans with Disabilities Act requires employers to provide reasonable accommodation to qualified individuals with disabilities so that those individuals are able to perform in their job adequately. Appendix B has information on the ADA.

Physical demands include both the physical actions that may be required to perform a task and the physical environment in which the task is performed.

Some examples of physical requirements:o Ability to move about campus in clement and inclement weather. (For many

positions that need to move about campus – note it does not specify walking, as an individual in many jobs could move about campus in a wheelchair, etc.)

o Ability to run up several flights of stairs carrying heavy equipment. (For a Campus Public Safety Officer or a Residence Hall Director – ties to ability to run up stairs with a fire extinguisher.)

o Ability to read print on the spine of a shelved book. (On a Reference Librarian job description.)

o Ability to spend long periods of time at a computer station.o Ability to interact verbally, via electronic mail, and via telephone.

Other typical physical requirements include: Walking, standing, carrying, writing, hearing, speaking, visual acuity, reaching, kneeling, ability to move about campus, and traveling to other locations.

Completed by: Indicate who completed the job description. List their title, the date of completion,

and approvals. Required signatures are also a part of this section.

The final sections: Note and Disclaimer.

These sections remain the same for all job descriptions. The employee should review the job description with the supervisor and sign the form after the review. Be sure the employee has a copy of the signed Job Description. The supervisor should keep a copy as well. The original should be sent to Human Resources. Additionally, an electronic version of the WORD document should be sent to HR.

Page 6 of 20

Note:

This job description is meant to describe the general nature of work performed, it is not an exhaustive list of all responsibilities, duties, and skills required for the position. Employees are expected to follow any other job-related duties requested by their supervisor or other university official in compliance with federal and State laws. Requirements listed indicate the minimum levels of skills, knowledge and abilities for the job, with preferred levels indicated. Job requirements may be subject to modification in order to reasonably accommodate individuals with disabilities. Requests for accommodation must be discussed with Human Resources. All employment with the university is “at will”, this job description does not act as a contract of employment.

Disclaimer:I have read the above, and understand that it is intended to describe the general

content of and requirements for performing this job. It is not an exhaustive statement of duties, responsibilities or requirements. I understand that this description does not preclude my supervisor’s authority to add or change duties or responsibilities, and understand that the performance of other duties will be required from time to time in order to meet the university’s needs. I have been given a copy of this description.

Page 7 of 20

Appendix A: Fair Labor Standards Act (FLSA)

FLSA - Overtime Eligibility & Exemption

CONTENTS

FLSA Overtime Requirements FLSA Overtime Exemption Exemption Categories & Checklists Duties Not Qualifying for FLSA Exemption

FLSA Requirements

The Fair Labor Standards Act (FLSA) requires that most workers receive overtime pay at 1.5 times the employee's regular pay rate for all hours worked over 40 hours in a payroll workweek, and that employees be paid at least the federal minimum wage. In Illinois and Wisconsin, the state minimum wage must be paid, as it is higher than the federal minimum.

FLSA Overtime Exemption Standards

To be exempt from FLSA overtime regulations a position's salary amount and job duties must meet criteria specified in the regulations. These criteria are referred to as the “salary basis” and “duties” tests, respectively. Some types of "blue collar" and "Police, Fire Fighters, Paramedic & Other First Responder" work do not qualify for exemption by definition.

Human Resources is responsible for applying the "tests" to determine the positions that are covered by the FLSA overtime regulations. This determination is normally made at the time a position is created and may be reviewed when a position is reviewed for reclassification (classified titles) or for salary or title assignment (professional staff positions).

All of the following requirements must be met for a position to be exempt from the FLSA overtime payment requirement:

1. The position must be paid on a salary (not hourly) basis, except for certain computer workers (see the Computer Professional Exemption). Being paid on a salary basis means that an employee is paid the same amount per workweek regardless of the hours the employee actually works, consistent with a position's FTE status.

2. The position must be paid at least $455 per week, regardless of FTE status: e.g. a half-time employee who is paid $454 per week and a full-time employee who is paid $454 per week are both overtime covered, regardless of their job duties, even though the full-time equivalent pay for the half time employee is actually $908 per week.

3. The position's job duties must meet the duties test for one or more for one of the exemption categories—see below.

Page 8 of 20

FLSA Exemption Categories & Checklists

The following are summaries of the FLSA-defined exemption criteria. Checklists for the most commonly applied exemption criteria may be used to help employees and managers assess whether a position is likely to be covered by or exempt from the FLSA overtime regulations. A link to the checklist follows the exemption category description. Some terms have special meanings as applied by the FLSA regulations.

The exemption categories in the following list are described below.

Executive Exemption Administrative Exemption Learned or Creative Professional Exemption Computer Professional Exemption Highly Compensated Employees Outside Sales Exemption

Executive Exemption

To qualify for the executive exemption, all of the following tests must be met:

The employee must be compensated on a salary basis (as defined in the regulations) at a rate not less than $455 per week;

The employee’s primary duty must be managing the enterprise, or managing a customarily recognized department or subdivision of the enterprise;

The employee must customarily and regularly direct the work of at least two or more other full-time employees or their equivalent; and

The employee must have the authority to hire or fire other employees, or the employee’s suggestions and recommendations as to the hiring, firing, advancement, promotion or any other change of status of other employees must be given particular weight.

Administrative Exemption

To qualify for the administrative exemption, all of the following tests must be met:

The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $455 per week;

The employee’s primary function must be to perform office or non-manual work that is directly related to the management or general business operations of the employer or the employer’s customers. The administrative operations of the business include advising management, planning, negotiating, representing the company, purchasing, promoting sales, and business research and control.

The employee’s primary duty includes the exercise of discretion and independent judgment with respect to matters of significance. Administrative duties do not include routine or structured tasks such as bookkeeping, data tabulation, or clerical duties.

Page 9 of 20

Learned or Creative Professional Exemption

To qualify for the learned professional exemption, all of the following tests must be met:

The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $455 per week;

The employee’s primary duty must be to perform work requiring advanced knowledge, defined as work which is predominantly intellectual in character and which requires the consistent exercise of discretion and judgment. Discretion and judgment are defined as:

o Discretion and judgment may be: Making a decision to depart from prescribed standards or permitted tolerances; making decisions that affect the operational policies of the employee’s department; making decisions in connection with negotiations where the individual is given

“reasonable latitude” in carrying on those discussions, which are binding on the employer;

Formulating recommendations, even if management personnel must review and accept the recommendation prior to implementation;

Formulating or participating in the formulation of policy for the business unit; or Broad authority to commit the employer in substantial respects financially.

o Discretion and judgment is not: Applying knowledge, following prescribed procedures or determining which

procedures to follow; Determining whether specified standards have been satisfied, even if there is some

leeway in reaching a conclusion; Performing inspection functions by following established techniques and procedures

with skills acquired through special training or experience; Formulating recommendations based upon the development of facts concerning

conformity with a known standard; Comparing items based upon established standards, known through experience or

written manuals; The advanced knowledge must be in a field of science or learning, such as law, medicine,

nursing, accounting, actuarial computation, engineering, education, and various types of physical, chemical, and biological sciences; and

The advanced knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction.

To qualify for the creative professional exemption, all of the following tests must be met:

The employee must be compensated on a salary or fee basis (as defined in the regulations) at a rate not less than $455 per week;

The employee’s primary duty must be to perform work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor, such as music, writing, acting, and the graphic arts.

Page 10 of 20

Computer Professional Exemption

To qualify for the computer professional exemption, the following tests must be met:

The employee must be compensated either on a salary or fee basis (as defined in the regulations) at a rate not less than $455 per week or, if compensated on an hourly basis, at a rate not less than $27.63 an hour;

The employee must be employed as a computer systems analyst, computer programmer, software engineer, or other similarly skilled worker in the computer field; and,

The employee’s primary duty must consist of: o The application of systems analysis techniques and procedures, including consulting with

users, to determine hardware, software or system functional specifications; o The design, development, documentation, analysis, creation, testing or modification of

computer systems or programs, including prototypes, based on and related to user or system design specifications;

o The design, documentation, testing, creation, or modification of computer programs related to machine operating systems; or

o A combination of the aforementioned duties, the performance of which requires the same level of skills.

Duties that do not qualify for FLSA Overtime Exemption

Blue Collar Workers

The exemptions apply only to “white collar” employees who meet the salary and duties tests (see below) set forth in the regulations. The exemptions do not apply to manual laborers or other “blue collar” workers who perform work involving repetitive operations with their hands, physical skill and energy. FLSA-covered, non-management employees in production, maintenance, construction and similar occupations such as carpenters, electricians, mechanics, plumbers, iron workers, craftsmen, operating engineers, longshoremen, construction workers, and laborers are entitled to overtime premium pay under the FLSA, and are not exempt under the regulations no matter how highly paid they might be.

Police, Fire Fighters, Paramedics & Other First Responders

FLSA overtime exemptions do not apply to police officers, detectives, deputy sheriffs, state troopers, highway patrol officers, investigators, inspectors, correctional officers, parole or probation officers, park rangers, fire fighters, paramedics, emergency medical technicians, ambulance personnel, rescue workers, hazardous materials workers, and similar employees, regardless of rank or pay level, who perform work such as preventing, controlling or extinguishing fires of any type; rescuing fire, crime or accident victims; preventing or detecting crimes; conducting investigations or inspections for violations of law; performing surveillance; pursuing, restraining and apprehending suspects; detaining or supervising suspected and convicted criminals, including those on probation or parole; interviewing witnesses; interrogating and fingerprinting suspects; preparing investigative reports; or other similar work.

This Appendix adapted from http://www.washington.edu/admin/hr/ocpsp/flsa-ot/flsa.html - with content adjusted for Aurora University policies and procedures.

Page 11 of 20

Appendix B: The Americans with Disability Act (ADA):

Most of the information in this section is directly taken from the U.S. Department of Justice website covering the ADA, at http://www.ada.gov/q%26aeng02.htm

What practices and activities are covered by the employment nondiscrimination requirements?

The ADA prohibits discrimination in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training, and other terms, conditions, and privileges of employment. It applies to recruitment, advertising, tenure, layoff, leave, fringe benefits, and all other employment-related activities.

Who is protected from employment discrimination?

Employment discrimination is prohibited against "qualified individuals with disabilities." This includes applicants for employment and employees. An individual is considered to have a "disability" if s/he has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment, or is regarded as having such impairment. Persons discriminated against because they have a known association or relationship with an individual with a disability also are protected.

The first part of the definition makes clear that the ADA applies to persons who have impairments and that these must substantially limit major life activities such as seeing, hearing, speaking, walking, breathing, performing manual tasks, learning, caring for oneself, and working. An individual with epilepsy, paralysis, HIV infection, AIDS, a substantial hearing or visual impairment, mental retardation, or a specific learning disability is covered, but an individual with a minor, nonchronic condition of short duration, such as a sprain, broken limb, or the flu, generally would not be covered.

The second part of the definition protecting individuals with a record of a disability would cover, for example, a person who has recovered from cancer or mental illness.

The third part of the definition protects individuals who are regarded as having a substantially limiting impairment, even though they may not have such an impairment. For example, this provision would protect a qualified individual with a severe facial disfigurement from being denied employment because an employer feared the "negative reactions" of customers or co-workers.

The employer must engage in an interactive dialog in order to determine if there is a reasonable accommodation to a known physical or mental limitation of a qualified applicant or employee with a disability. If the employer is not aware of any condition they are not responsible for providing an accommodation.

What are reasonable accommodations?

A reasonable accommodation is any modification or adjustment to a job or the work environment that will enable a qualified applicant or employee with a disability to participate in the application process or to perform essential job functions. Reasonable accommodation also includes adjustments to assure that a qualified individual with a disability has rights and privileges in employment equal to those of employees without disabilities.

Page 12 of 20

Most accommodations we have implemented at the university have been low cost, including appropriate monitors for those with visual impairments, appropriate classrooms for individuals with hearing or mobility issues, appropriate office space for individuals with mobility issues.

Additionally, the university complies with the architectural requirements of the ADA, which are beyond the scope of this manual.

When is a reasonable accommodation necessary?

When the employer knows of the limitation and has engaged in the interactive process with the individual. It is the individuals responsibility to inform the employer. The accommodation should enable the individual to perform the essential functions of the job. An accommodation can be denied if and only if it would cause undue hardship to the firm.

What should a supervisor do if an employee requests an accommodation? What should an employee do if an accommodation is needed?

Human Resources Policy HR-106, Americans with Disabilities Act/Reasonable Accommodations Process covers the university process for the interactive process and determination of accommodations. Employees and supervisors should consult with the Director of Human Resources.

Page 13 of 20

Commonly Used Action Verbs

Administer Manage or direct the execution of affairs

Adopt To take up and practice as one's own

Advise Recommend a course of action; offer an informed opinion based on specialized knowledge

Analyze Separate into elements and critically examine

Anticipate Foresee and deal with in advance

Appraise Give an expert judgment of worth or merit

Approve Accept as satisfactory; exercise final authority with regard to commitment of resources

Arrange Make preparation for an event; put in proper order

Assemble Collect or gather together in a predetermined order from various sources

Assess Determine the value or accuracy of; evaluate

Assign Specify or designate tasks or duties to be performed by others

Assist To give support or aid

Assure Give confidence

Authorize Approve; empower through vested authority

Calculate Make a mathematical computation

Collaborate Work jointly with; cooperate with others

Collect Gather

Compare Determine if two or more items, entries are the same and if they are not, identify the differences

Compile Put together information; collect from other documents

Compose To create or arrange in proper or orderly form

Concur Agree with a position, statement, action, or opinion

Page 14 of 20

Conduct Guide; carry out from a position of command or control

Confer Consult with others to compare views

Consult Seek the advice of other

Control Measure, intepret and evaluate actions for conformance with plans or desired results

Coordinate Combine the actions of others to bring to a common result

Correspond Communicate with in writing

Delegate Commission another to perform tasks or duties that may carry specific degrees of accountability

Design Conceive, create and execute according to plan

Determine Resolve; fix conclusively or authoritatively

Develop Disclose, discover, perfect, or unfold a plan or idea

Devise Come up with something new - perhaps by combining or applying known ideas or principles

Direct Guide work operations though the establishment of objectives, policies, practices and standards

Disseminate Spread or disperse information

Distribute Deliver to proper destinations

Draft Prepare papers or documents in preliminary form

Endorse Support or recommend

Enhance Improve; make better

Ensure Guarantee or make certain

Establish Bring into existence

Estimate Forecast future requirements

Evaluate Determine or fix the value of; assess

Examine Scrutinize closely (as to determine compliance)

Execute Put into effect or carry out

Page 15 of 20

Expedite Accelerate the process or progress of

Formulate Develop or devise

Implement Carry out; execute a plan or program

Improve Make something better

Initiate Start or introduce

Inspect Critically examine for suitability; carries with it the authority to accept or reject

Insure To make certain by taking necessary measures & precautions

Interpret Explain something to others

Investigate Study through close examination and systematic inquiry

Issue Put forth or distribute officially

Maintain Keep in an existing state

Manage Exercise administrative, executive and supervisory direction

Monitor Watch, observe, or check for a specific purpose

Negotiate Confer with others with an eye to reaching agreement

Notify Make known to

Operate Perform an activity or series of activities, as with equipment or machinery

Organize To set up an administrative structure

Oversee To supervise

Participate To take part in

Perform Fulfill or carry out

Plan Devise or project the realization of a course of action

Prepare To make ready for some purpose, use or activity

Proceed Begin to carry out an action

Page 16 of 20

Process Handle in accordance with prescribed procedures

Propose Declare a plan or intention

Provide Supply what is needed; furnish

Recommend

Advise or counsel a course of action; offer or suggest for adoption

Report Give an account of; furnish information or data

Represent Act in the place of or for

Research Inquire into a specific matter from several sources

Respond To react to

Review Go over or examine critically; examine or re-examine

Revise Rework in order to correct or improve

Schedule Plan a timetable

Select Choose the best suited

Sign Formally approve a document by affixing a signature

Specify State precisely in detail or name explicitly

Submit Yield or present for the discretion or judgment of others

Summarize Succinctly present an abstract of the main points either orally or in writing

Supervise Personally oversee, direct or guide the work of others with responsibility for meeting standards

Train Teach or guide others in order to bring up to a predetermined standard

Transcribe Transfer data from one form of record to another without changing the nature of the data

Verify Confirm or establish authenticity; substantiate

Page 17 of 20

JOB DESCRIPTION

Title: Date Prepared: Department: FLSA: Reports To: <insert job title of direct supervisor> Full time/Part time/Seasonal

Campus:

Position Purpose:

<Job Title> supports learning by… (two to three sentences covering the essential purpose of the job)

Core Competencies:

1. Represents Aurora University in the most positive manner with prospective, former and current students, clients, suppliers and the community we serve. Interacts effectively with a diverse group of faculty, staff, students and other customers of our service, learns and uses operating practices of the department and Aurora University.

2. Upholds the Mission Statement: Aurora University an inclusive community dedicated to the transformative power of learning.

3. Handles all information with tact and discretion and recognizes the confidential nature of university business.

4. Supports learning through performance of essential job functions and performing other duties and functions as necessary or as assigned.

Essential Job Functions:

(List the most important first, should include no more than 8 to 15 items)

Essential Job Requirements:Education: <list minimum required, also preferred>Experience: <list minimum required, also preferred>Skills: <list minimum required, also preferred>Physical Requirements: <e.g. sitting, standing, moving about campus, computer use,

lifting requirements, etc.>

Note:This job description is meant to describe the general nature and level of work performed, it is not an exhaustive list of all responsibilities, duties and skills required for the position. Employees are expected to follow any other job-related duties requested by their supervisor or other university official in compliance with Federal and State laws.

Page 18 of 20

Requirements listed indicate the minimum levels of skills, knowledge and abilities for the job, with preferred levels indicated. Job requirements may be subject to modification in order to reasonably accommodate individuals with disabilities. Requests for accommodations must be discussed with Human Resources.

All employment with the university is “at will,” this job description does not act as a contract of employment.

Manager / Human Resources Review:Supervisor: _______________________________________ Date: ___________Vice President: _______________________________________ Date: ___________Human Resources: ______________________________________ Date:____________

Employee Review:

I have read the above, and understand that it is intended to describe the general content of and requirements for performing this job. It is not an exhaustive statement of duties, responsibilities or requirements. I understand that this description does not preclude my supervisor's authority to add or change duties or responsibilities, and understand that the performance of other duties will be required from time to time in order to meet the university’s needs. I have been given a copy of this description.

Incumbent's Signature: __________________________________ Date: ____________

Page 19 of 20

References and Resources

The Aurora University Job Description Template and Job Description Manual are both available online on the Human Resources “Forms and Templates” page.

Refer to Policies:

HR 100 Equal Employment Opportunity and Diversity StatementHR106 Americans with Disabilities Act / Reasonable Accommodations PolicyHR 200 Categories of EmploymentHR 203 Employment ProceduresHR 204 New Employee Orientation

*** For more assistance regarding ADA, FLSA or job descriptions please visit

Job Accommodation Network www.askjan.org, “The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues. Working toward practical solutions that benefit both employer and employee, JAN helps people with disabilities enhance their employability, and shows employers how to capitalize on the value and talent that people with disabilities add to the workplace.”

U. S. Department of Labor www.dol.gov

U. S. Department of Justice, Americans with Disabilities Act, the ADA Homepage www.ada.gov.

University of Washington Compensation pages http://www.washington.edu/admin/hr/ocpsp/flsa-ot/flsa.html

Page 20 of 20