Sample Completed Documentation for Career Development
Career Promotion – Ura Hawk –
Educational Support Services Specialist (PCE2) to Educational Support Services Coordinator (PCE3)
Documentation of Career Development
Complete Directions for Form available at: http://www.uiowa.edu/hr/classcomp/prof/forminstruct.html
Section 1 – Demographics (Employee and/or Supervisor)
Employee Name: Ura Hawk
Current Classification/Job Code: Ed support Services Specialist PCE2
Department: My College
Supervisor: Ima Boss
Initiated by: Ura Hawk
Date Initiated: 11/15/2011
Section 2 - Scope/Responsibilities (Employee and/or Supervisor)
Please list the six most important activities that are performed. If the duty is new since the last time the employee/position was
classified, please indicate so and note the % of effort for the new work. Identify the Key Areas of Responsibilities (KAR) for those six
activities and the classification associated with it (which may be the current classification or another one). Identify the total or
overall amount of time spent in performing each activity. The percentage of time cannot exceed 100%, however, the percentage of
time can be less than 100% because we are only asking for the top 6 (six) most important activities. Also identify if these duties have
been performed more than 6 months.
Position Specific Duties
Responsible for and oversee program operations,
including international and US scholar recruitment, scholar
admissions to the University of Iowa, obtainment of
scholar visas, course registration, scholar mentor
assignments, GRA and/or stipend appointments, housing,
and cultural orientation for up to 20 international scholars
and 10 US internship student per year. This is a completely
new duty and it represents 10% of total effort.
Is this a
new duty?
Key Area of Responsibility
Enhance and Support Student
Educational Experiences and
Increase Retention. Foster a
Sense of Community and
Engagement for Students:
Manage a program(s) or
service(s) that supports the
educational experience and
retention of current or
prospective students. Manage
the administrative and
operational functions. Monitor
assessment. Develop and/or
design specific programs and
services, including curriculum
development, delivery and
assessment. Provide reports
and recommendations to assist
in assessing alignment with
strategic goals. Oversee the
caseloads of others.
Classification
Overall
or Total
% of
Effort
Ed Support Svcs
Coord
10
>6 mo
Sample Completed Documentation for Career Development
Career Promotion – Ura Hawk –
Educational Support Services Specialist (PCE2) to Educational Support Services Coordinator (PCE3)
Position Specific Duties
Is this a
new duty?
Key Area of Responsibility
Oversee progress of collaborative pilot research projects
and/or workshops initiated by international scholars
through tracking the submission of midterm and final
reports and budgets; ensures compliance with HIH
publication policies for all reports and publications, and
maintain scholar database. Previously my role was to
assist (approximately 10% of effort). I am now
responsible for overseeing this specific duty and it
represents 15% of overall effort.
Enhance and Support Student
Educational Experiences,
Increase Retention, and
Fosters a Sense of Community
and Engagement for students:
Manage a program or service
that supports the educational
experience and retention.
Manage the administrative and
operational functions. Provide
reports and recommendations
to assist in assessing alignment
with strategic goals.
Responsible for the development of overall program
objectives and related outcomes that impact and direct
activities. Develop educational programs, symposiums
and workshops both domestically and internationally, inperson and by web conference. Initiate new partnerships
for future international internship sites for international
scholar recruitment. This is a completely new duty and
represents 20% of total effort.
Establish and Maintain
Relationships with Partner to
Provide Educational Support
Services: Partners include oncampus units and external
agencies (local, state, national
and international). Develop
and maintain networks of
professional colleagues and
external partners. Articulate
initiatives and services to
address strategic goals.
Administrative (HR, Budget):
May develop and manage a
budget within specified
guidelines.
Prepare special and periodic financial reports. New duty:
Develop and manage program budget and grant funding
allocations and expenditures for programs, represents 5%
of total effort.
Interview, train and supervise two CIREH (P&S) and two
merit staff members. Previously I was responsible for the
two merit staff only. This new duty represents 5% of my
total effort.
Administrative (Supervision
and Training): Provide
direction, assignments,
feedback and coaching and
counseling to assure outcomes
are achieved.
Counsel and provide general information to international
collaborating institute directors, faculty and/or potential
international and US training program recruits for NIH
funded programs.
Establish and Maintain
Relationships with Partner to
Provide Educational Support:
Plan, organize and coordinate
projects and events with
partners to meet program
goals. Coordinate
communication with partners;
collaborate with partners to
maximize resources and
connections.
Classification
Overall
or Total
% of
Effort
Ed Support Svcs
Coord
15
Ed Support Svcs
Coord
20
Ed Support Svcs
Coord
10
Ed Support Svcs
Coord
5
Ed Support Svcs
Specialist
30
>6 mo
Sample Completed Documentation for Career Development
Career Promotion – Ura Hawk –
Educational Support Services Specialist (PCE2) to Educational Support Services Coordinator (PCE3)
Section 3 –Competencies to Perform the Job (Employee and/or Supervisor)
List (in the first column) the competencies the employee has acquired or developed in order to be successful in performing the key
areas of responsibilities documented in section 2 of this form. The first column may be completed by the employee or the
supervisor. Identify the competency name, the expected proficiency level (basic, working, extensive, expert/leader) and at least one
typical behavior demonstrated by the employee. Relevant competencies for each University classification have been identified and
may be viewed through the e-personnel file in Employee Self-Service.
The supervisor completes the second and third column indicating if the competency listed in the first column is developed or
continuing to be developed.
Competencies
Continuing to Develop
Developed
Planning: Tactical, Strategic (Extensive): Develops, refines, and communicates tactical plans
for own responsibilities. Plans for allocation of resources in line with unit goals, technical and
business objectives.
Resource Management: (Extensive): Develops methods for maximizing resource utilization
(re-engineering, outsourcing, automation, etc.). Updates resource requirements by
identifying and responding to changing needs.
Educational/Instructional Program Management (Extensive): Develops institutional
partnerships with schools and other organizations to augment the development of education
programs. Monitors the educational/instructional program management process and ensures
correct standards and policies are appropriately implemented.
Relationship Management (Extensive): Maintains productive, long-term relationships with
"customers."
Student Orientation (Extensive): Modifies orientation materials and other resources to meet
students' needs. Foresees obstacles, barriers or gaps that would impact the effectiveness of
orientation activities.
Section 4 – Employee Recommendation Job Classification/Career Development
(Only if Employee Initiated)
Which job classification (may be current or different) do you feel best matches the changes documented on this form?
Title: Ed Support Svcs Coordinator
This appears to qualify for:
Jobcode: PCE3
Career Advancement
Promotion
Career Shift
No Change
Sample Completed Documentation for Career Development
Career Promotion – Ura Hawk –
Educational Support Services Specialist (PCE2) to Educational Support Services Coordinator (PCE3)
The following section is for Supervisors Only
Section 5 – Supervisor Section
A. Assessment/Comments
Document if and how the employee has assumed each of the new, changed or expanded duties/competencies and the
importance of these duties/competencies to unit operations.
With the addition of support staff, Ura has grown over the past year to assume greater strategic and operational responsibilities
for these educational programs. These programs help fulfill the college's goals of increasing diversity and cultural competence.
Ura has been able to focus on growing the program and assuring compliance with complex international student rules and NIH
regulations. Without Ura's operational management, this would not have been possible and we would have lost our grant
funding.
B. Overall performance rating at last formal performance review
Date of Last Review: 4/2/2011 (mm/dd/yyyy)
Did the employee receive a performance rating of effective or higher on their last performance evaluation?
Yes
No
C. Job Classification/Career Development Recommendation
Which job classification (may be current or different) do you feel best matches the changes documented on this form?
Title: Ed Support Svcs Coordinator
This appears to qualify for:
Jobcode: PCE3
Career Advancement
Promotion
Career Shift
No Change
Section 6 – Employee and Supervisor Electronic Signature
I agree that this represents a true and accurate documentation of the work being performed.
Supervisor
Employee
Date: 11/23/2011 (mm/dd/yyy)
©The University of Iowa 2011. All Rights Reserved.
Last updated 12/2012