Item 9.C-July 1, 2011
ADMINISTRATIVE FACULTY POSITION DESCRIPTION QUESTIONNAIRE
To expedite and facilitate the PDQ review process, please send the PDQ and Org Chart electronically to
marshag@unr.edu for discussion and for initial review before routing PDQ for approval signatures.
Questions - call UNR Faculty HR at 682-6114
INSTRUCTIONS: See http://www.unr.edu/vpaf/hr/compensation/placement.html for complete instructions.
Incumbent(s) Name (if applicable): Michelle Hritz
Position #(s): 17035
Current Title: Manager, Faculty Senate
Current Range: 2
(JCC:77250;3D;CM3501;CC043;E)
Department: Faculty Senate Office
College/Division: President’s Office
Account #(s): 1101-101-0101
Action Proposed: (check all that apply)
( ) New position: Proposed Range:
Proposed Title:
( ) Title Change, Proposed Title:
( ) Proposed Reassignment from Range
to Range
(X) Revised PDQ only (no change in range or title)
( ) Line of Progression (show titles below)
Range:
JCC (Current
or new HR
assigned):
I certify that the statements in this description are accurate and complete to the best of my knowledge.
____________________________________________________________
Employee’s Signature
__________________
Date
I/we have reviewed the statements in this form and they accurately reflect the job assignments.
____________________________________________________________
Immediate Supervisor’s Signature
__________________
Date
____________________________________________________________
Director/Chair/Dean
Marc Johnson
President, UNR
__________________
Date
Approved for Salary Placement Committee review.
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature Jannet Vreeland
Date
Vice Provost and Secretary of University
Action Approved by the President (Completed by Faculty HR):
Position #: 17035
EEO Code:
3D
CUPA Code: CM3501
Exempt: Yes or No Census Code: 043
Job Class Code: 77250
Range: 2
Effective Date: 7/1/2011
Approved Title:
MANAGER, FACULTY SENATE
____________________________________________________________
__________________
Employee Signature
Date
(Employee signs and sends to HR for personnel file after PDQ has been “final” stamped for approval)
Rev: 12/1/2008
Position Description – Manager, Faculty Senate
Page 2
1. Summary Statement: State the major function(s) of the position and its role in the university.
Attach an organizational chart with positions, ranges, and names for the division which reflects the
position in it as well as those supervised in the department. (This section is used for advertisement
of the position.)
The Manager, Faculty Senate, provides administrative and technical support to the Chair of the Faculty
Senate who is the official spokesperson for the faculty-at-large at all University of Nevada, Reno (UNR),
Nevada System of Higher Education (NSHE), local, regional, and national events and serves a one-year
term. The Faculty Senate is authorized by NSHE Code and is the official body of the university faculty
regarding system and university faculty rights and welfare, and system and university policies and
procedures that affect faculty. The position acts as one of the liaisons between the Senate and
administrators, faculty, staff, and students within and outside NSHE and the general public. The Manager
provides support to and continuity for the Faculty Senate Executive Board, Senate representatives, and
committee members for the purpose of meeting short- and long-term goals and objectives. The position
supports administration of the university grievance process, manages budgets, recommends senate
organizational structures and Senate office processes, and supervises Faculty Senate office staff.
2. List the major responsibilities, including percentage of time devoted to each. Provide enough
detail to enable a person outside the department to understand the job (percentage first with
heading and then bulleted information).
40% - Assistant to the Faculty Senate Chair
 Serve as a non-voting member on the Senate Executive Board
 Provide transitional history of short- and long-term goals based on current issues and
institutional/system history
 Inform the Chair and Executive Board about system and university policies, guidelines, procedures,
and protocol
 Inform the Chair and Executive Board about past, current, and future topics of interest/concern, to
enable the Chair and Board to establish priorities for senate action and senate committee charges
 Communicate with NSHE and UNR administrators, faculty, staff, and students to seek input, ensure
broad consultation on matters of mutual interest, and to share information
 Maintain awareness of actions of the Board of Regents and provide information to the Senate
Chair/Executive Board of any concerns or impacts to the university faculty
 Compose correspondence, campus announcements and reports
 Review, recommend, and after approval, update drafted language for UNR Bylaws, Faculty Senate
Bylaws, University Grievance Committee Guidelines, and other Faculty Senate procedures
 Assist faculty, departments and units in obtaining approval of their bylaws language, as requested,
according to Senate guidelines
 Consult legal counsel on behalf of the Faculty Senate Chair, the Executive Board, and individual
faculty regarding the NSHE Code, UNR Bylaws, Faculty Senate Bylaws, University Grievance
Committee Guidelines, and other governing documents
 Attend meetings, as requested, to share information and take notes
 Coordinate Faculty Senate meetings:
o Pursuant to Executive Board consultation, establish meeting agendas, based on the issues
of the day, urgency of required actions, and timeliness of topics for discussion
o review meeting materials and minutes for accuracy
o attend meetings to provide information and input
o compose "requests for action" to the President, requesting or recommending approval of
senate actions, as directed by the chair
o in the absence of the Administrative Assistant, take and record meeting minutes
Position Description – Manager, Faculty Senate
Page 3
30% - Faculty Senate Standing and Ad Hoc Committee Administration
 Explain the senate committee process to inquirers
 Review proposals and reports for thoroughness; request additional information if necessary
 Recommend disposition of program review proposals, that is, whether reviews are necessary and to
what extent, to the Executive Board
 Recommend ad hoc and standing committee members/chairs
 Pursuant to Executive Board direction, develop and draft charges for the Senate's ad-hoc and
standing committees, some of which are policy committees
 Monitor committee actions, to ensure that process is being followed and that the committee is
thoroughly addressing charges.
 Review committee reports and recommendations; request additional information if necessary
 Submit reports and recommendations to the Executive Board for preliminary discussion with the
committee chair prior to submission to the full senate
 Maintain communication regarding status or outcome of request for action
 Inform committee chair and members of senate of university information that pertain to their
committee’s charges
 Maintain Committee SharePoint sites for appropriate membership and information needed to
complete committee work
 Provide SharePoint training and instruction, ensuring all committee members have the knowledge to
navigate committee sites
5% - University Grievance Process Management
 Explain grievance process to faculty (assist faculty in identifying their issue(s)) and explaining
resolution alternatives, including reconsideration and grievance
 Seek legal opinion regarding reconsideration or grievance situations
 Inform faculty of eligibility to file a grievance
 Review notices of grievance for clarity and accuracy, requesting addendums if necessary
 Oversee selection process, convene, and assist Senate Chair in charging grievance committees
 Assist petitioners and respondents by providing guidelines for assembling evidential materials, oral
arguments, and submitting witnesses
 Compose notice correspondence and initiate contacts regarding the grievance process and the
grievance hearings
 Forward final reports and recommendations to the Senate Chair, President, petitioners, and
respondents
 Upon receipt of the President's final decision, notify committee members of the President’s decision
 Prepare grievance file and submit to administrative assistant for archiving
20% - Personnel Management
 Hire, train, assign duties/tasks, review work, evaluate, and if necessary, recommend
discipline/termination of staff
 Provide direction to meet the objectives and responsibilities of the Senate Chair, the senate, and the
office
 Encourage professional development through training, seminars, and committee service
 Establish, approve, modify and implement office policies and procedures
5% - Budget Management
 Oversee management of four budget accounts for unit
 Approve all expenditures
 Submit annual and biennial budget requests to the President or his/her designee
Position Description – Manager, Faculty Senate
Page 4
3. Describe the level of freedom to take action and make decisions with or without supervision and
how the results of the work performed impact the department, division and/or the university as a
whole.
Level of Freedom:
The Manager provides administrative and technical support to the Chair of the Faculty Senate and acts as
liaison between the Faculty Senate and UNR faculty on issues with regard to faculty rights and welfare and
NSHE and UNR policies and procedures. The work of the Senate is often driven by inquiries or requests
made by UNR and NSHE administrators and/or the general public. The individual acts as an assistant to
and works closely with the Senate Chair on decisions associated with the position, but also completes
duties with some latitude of independence in decision-making and initiative.
Impact:
The Senate’s work has a direct impact on faculty rights and welfare, as well as UNR and NSHE policies,
procedures, and quality of work environment. If the Manager uses good judgment in advising the Senate
and the Executive Board, faculty rights and welfare are not negatively impacted. Poor judgment could result
in loss of time and resources, and lack of confidence in the Senate. This position is visible to the campus
community and therefore has a direct impact on the perception of the senate and its reputation.
4. Describe the knowledge, skills (to include cognitive requirement and verbal and written
communication), and abilities (to include task complexity, problem solving, creativity and
innovation) essential to successful performance of this job (in bullet format).
Knowledge of:
 Higher education environment and shared governance
 Functions of university and system offices
 Internet/web research
 Budget management
Skills:
 Proficiency in use of a personal computer and current software applications including but not limited
to Microsoft Office : Word, Access, Excel, PowerPoint, SharePoint, Dreamweaver and email
 Excellent interpersonal and human relations skills
 Excellent verbal and written communication
 Decision-making and problem-solving skills
 Good organizational skills
 Staff and volunteer supervision
Ability to:
 Direct and coordinate programs
 Diffuse emotionally charged discussions and show tact and diplomacy in sensitive situations
 Understand and obtain appropriate interpretation of formalized policies, guidelines, rules, and
regulations
 Assimilate information and make judgments
 Maintain professional relationships with diverse populations
 Maintain the highest degree of confidentiality of information
 Be adaptable and flexible
 Establish and maintain a network of resources
Position Description – Manager, Faculty Senate
Page 5
5. Describe the type of personal contacts encountered in performing the duties of the job. Explain
the nature and purpose of these contacts: i.e., to provide services, to resolve problems, to
negotiate.
Internal
President, Provost, Vice
Presidents, and Deans; faculty,
staff and student governance
leaders, Senate Subcommittees
Controller’s Office
External
NSHE Board of Regents,
Chancellor and staff, NSHE
Senate Chairs
Administrators, faculty, and staff
at other NSHE institution and
staff from other systems
Candidates for university
administrative positions
Reason for Contact
To communicate Faculty Senate issues and coordinate activities;
to seek input, ensure broad consultation on matters of mutual
interest, and to share information; to provide information and
guidance, assisting faculty in identifying their issue(s) and
explaining resolution alternatives, including reconsideration and
grievance
To manage and resolve budget issues
Reason for Contact
To gather and to provide information; to coordinate activities
To gather and share information relating to Faculty Senate issues
To provide information on UNR and Faculty Senate activities
6. Indicate the minimum qualifications which are necessary in filling this position should it become
vacant. Please keep in mind the duties/responsibilities of the position rather than the qualifications
of the incumbent.
a.
Minimum educational level, including appropriate field, if any.
Bachelor’s Degree from a regionally accredited institution
b.
Minimum type and amount of work experience, in addition to the above required
education necessary for a person entering this position.
Bachelor’s Degree and three years of experience in a similar work environment with program
coordination and ability to obtain proper interpretation for application of policies and
procedures
Preferred Licenses or Certifications: None
c.
Indicate any license or certificate required for this position.
If expected to drive a State vehicle, must have a valid Nevada State Driver’s License or
ability to obtain one within required time period