ADMINISTRATIVE FACULTY JOB DESCRIPTION
COVER PAGE
This page is for internal use only.
Division: Choose an item.
Department: Enter the department
Title
(for line of progression, add rows to include all levels)
Enter the information from the current job description.
Leave blank if position is new.
Range/
Grade
JCC
PCN
Select action: Choose an item.
Title
(for line of progression, add rows to include all levels)
Enter the proposed title, range and position control number.
Leave PCN blank for new positions.
Range JCC PCN
1. Please explain the basis for this request.
Please provide the context and rationale for the request. While a long, detailed response is not expected, please provide enough information so that we are able to quickly understand the reason for the request and conduct any necessary research prior to contacting the department for discussion. A paragraph or less explanation, in most cases, will suffice.
Example: Our department has added additional positions to handle the volume of contacts with the office. As a result of the additional front-line positions, we are in need of mid-level a manager to supervise the positions, coordinate the unit’s daily operations and projects, and manage the influx of non-routine inquires and exception requests.
2. List position ’s supervisor (name and title).
This question helps us to quickly identify a point of contact familiar with the position for discussion purposes.

ADMINISTRATIVE FACULTY JOB DESCRIPTION
This portion of the form is shared with the employee(s).
(to be completed by HR)
Title
An approved title may be different from what was requested.
The formal title approved by HR is what will appear in the directory and contractual documents. HR will complete this information.
Essential Function: Choose an item.
Range JCC
Description: Click here to enter text.
1. Summary Statement: State the major function(s) of the position, the role in the university, and the supervisor’s title.* (This section is used for advertisement of the
position.)
For lines of progression, a summary statement is required for each level.
This paragraph is often entered into the recruitment system for advertisement to potential job candidates. The statement should be succinct yet descriptive enough for an applicant to understand the intent of the position. It should provide a conceptual overview of the position, describe the main purpose(s) of the position, and the role within the department. It is not a platform to list each and every job task. The length of the summary statement may vary for each position.
* Attach an organizational chart with positions, ranges, and names for the division.
A current organization chart is required; HR will not begin work on a job description without an organizational chart . The organizational chart must include position titles, ranges, and incumbent names.
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). If line of progression,
define for each range as above.
Most positions are comprised of four to five major categories of responsibilities to communicate the approximate amount of time spent on each category of work and to communicate expectations for performance evaluation. Avoid large chunks of time in any one area, such as
70% on a particular type of work, when possible (exceptions are often information technology positions). Percentages of time should be in increments of not less than 5% adding to 100%.
The percentages are an estimate as certain tasks may peak at certain times of year (e.g., A
Fiscal Officer will spend more time in budgetary work than HR work in the spring leading to the fiscal year).
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HR will enter the final title in the header.
Under each of the general headings of the work, list the major job duties. This section is not meant to be an exhaustive list of tasks; rather, the duties of greatest time, most import, and most complex. As an example, everyone answers a phone, but answering phones would not appear on administrative faculty job descriptions as the task does not represent the purpose of the position. Job duties should be bulleted and without punctuation at the end of the line; duties are not written in complete sentences. Generally, most headings have between 5-7 bullets.
Sub-bullets should not be used except in rare instances.
Every faculty position requires some form of professional development, attendance at staff meetings, and the possibility for other duties to be assigned. These are all elements assumed to be included in the expectations for administrative faculty and need not be listed within the job description. Additionally, avoid qualifiers such as extremely, very, highly, etc., when describing work or describing job duties in the scope of behavior (e.g., maintains a positive attitude).
Example:
40% - Human Resources Administration

Communicate new legal requirements to faculty and staff

Disseminate HR reports to required departments

Etc.
20% - Fiscal Management

Develop and manage budgets for the unit

Prepare fiscal reports for management

Etc.
3. Describe the types of decisions the position(s) makes independently as part of the core responsibilities. Provide examples. If a line of progression, describe the decisions made at the highest level.
Provide examples of the types of decisions the incumbent may make independently and free from supervisory guidance or approval. Please provide three to five specific examples. While you may describe the impact of decisions, the focus is less on the impact than on the level of issues for which independent decisions may be made.
Example: The incumbent makes decisions regarding assignment and evaluation of work to subordinates and in the implementation of approved policies and procedures. The incumbent is expected to troubleshoot and problem-solve student complaints and may authorize resolutions which are established within policies and precedent.
4. Describe the types of problems, issues, action, communications this position typically takes to the supervisor for resolution and/or consultation. Provide examples. If a line of progression, describe the supervisory consultation at the highest level.
Provide examples of the types of problems, issues, or actions this positon MUST take to the supervisor for resolution. Also describe the types of decisions which the incumbent may make independently, but then must immediately report to the supervisor. Please provide three to five specific examples. Every position will require consultation with the supervisor; a response indicating an employee will never consult with the supervisor is not acceptable.
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HR will enter the final title in the header.
Example: The incumbent consults with the supervisor on the overall goals of the unit, significant procedural changes, or problems outside the scope of existing precedent. The incumbent seeks consultation and approval to resolve problems which are outside of established policies.
The manager is to be apprised of all personnel issues with the incumbent and direct reports for collaborative resolution.
5. Select the applicable competencies required to successfully perform the job. The selected competencies will be evaluated within the Administrative Faculty evaluation as
Competencies for Success .
Please review the definitions of the Competencies for Success using the link provided above to identify which competencies are applicable to the position. The competencies are written broadly to accommodate as many administrative faculty positions as possible. While others may be added, they should be limited to those which are highly critical (e.g., a technical competency).
Competency Required
Adaptability
☐
Analytical Thinking ☐
Communication
☐
Diversity and Inclusion
☐
Financial Responsibilities
☐
Human Resource Responsibilities
☐
Leadership
☐
Program/Project/Functional Knowledge ☐
Resource Responsibilities
☐
Serving Constituents
☐
Teamwork ☐
Other (specify)
☐
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HR will enter the final title in the header.
6. Minimum requirements of the position.
If Line of Progression, minimum requirements must be defined for each range.
Minimum requirements should match the requirements outlined within the Administrative
Faculty Job Evaluation Model .
Education
Bachelor’s Degree
Master’s Degree
Experience
Two years of professional experience
One year of professional experience
Related Experience : in student or academic services
Certification and Licensure: (bulleted)
 List any mandatory licensure or certifications, including a driver’s license.
Schedule or Travel Requirements: (bulleted)

A department may elect to communicate travel or schedule expectations
Optional Addendum: If the job description is generic for use across multiple departments, the department is free to add an addendum for departmental specific duties which may be performed. Generic job descriptions for a limited number of titles are available at www.unr.edu/hr .
HR is moving to the use of generic job descriptions for similar positions across campus. In such instances, a percentage of time will be carved out to refer to department specific projects or assignments which may be unique to one area. A department has the freedom to outline those specific assignments in this section of the job description.
Optional Addendum: Describe the knowledge, skills, and abilities required to successful performance of this job (in bullet format).
Knowledge, skills and abilities (KSAs) used to be required on all job descriptions. HR found departments would labor over the detail of this section, but rarely used the section for purposes of evaluation or recruitment. This section is no longer mandatory. A department wishing to use this section is free to do so using the format below with bullets. If the section is used, please highlight those KSAs which are unique to the position. KSAs which should be expected of every administrative faculty position (i.e., strong verbal and written communication skills, strong customer service) should not be included.
Knowledge of:
Skills:
Ability to:
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