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Policy Index
THE UNIVERSITY OF CHICAGO
PERSONNEL POLICY GUIDELINES
Subject:
Job Descriptions
Section: U301
Date:
August 4, 2005
Prior Version Date(s):
July 1, 2001
| Purpose: |
To establish a standard job description format for documenting positions and to provide the method for submitting updated and new job descriptions to UHRM.
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Policy:
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All positions will be documented through a job description which accurately and clearly describes the essential functions and job-related qualifications, and mental and physical demands of the job. Information from job descriptions will be utilized in job classification, recruitment and selection, wage and salary administration, training and development, and performance planning and feedback.
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| Guidelines: |
- A job description is a written account of the work an employee in a particular position will perform and it includes essential functions, minimum required and preferred qualifications, and mental and physical demands necessary to successfully perform the job.
- A supervisor and a unit human resources staff member will author and revise a job description for a position following UHRM's standard format:
- Whenever practical, the supervisor is encouraged to work with employees in developing or reviewing the job description for accuracy and clarity.
- A supervisor and/or unit human resources staff member should work in conjunction with UHRM - Compensation to develop and finalize a new or revised job description.
- A supervisor and/or unit human resources staff member should forward completed, updated, and new job descriptions to UHRM - Compensation via UChicago Jobs as they are revised or created - usually when posting a new position, significantly modifying an existing one or requesting a position reclassification.
- Any requisition submitted through UChicago Jobs must include a job description to be processed.
- A job description should be reviewed for accuracy at least once per year and updated as needed. It is appropriate to review the job description with the incumbent employee as part of the annual performance planning/feedback process. Updated job descriptions should be sent to UHRM - Compensation.
- A staff employee should address questions about his/her job description with his/her supervisor(s) and or unit human resources staff. UHRM - Compensation will maintain job descriptions on file to serve as a reference.
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| Cross Reference: |
U302 Job Classifications , U306 Base Pay Administration, U307 Incentive/Bonus Pay, U308 Compensation for Additional Duties, and U309 Performance Planning and Feedback
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| Employees represented by a bargaining unit may be governed by the appropriate bargaining unit agreement. |
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