Determine the level of job that is needed based upon the duties, responsibilities, skills, education and experience. Note: The incumbent does not need to perform ALL of the duties/responsibilities listed. If the incumbent performs approximately 70-80% of the listed duties/responsibilities, then the job is a “match”.
Managers/supervisors may want to double check the salary ranges of the level chosen to ensure that it is within budget.
Request a copy of the corresponding standard job description template from your Lead Compensation Analyst.
Enter in the demographic information at the top of the job description.
Enter in the “%” column. If the job will NOT involve any of the Principal Accountabilities within a section, type in 0% in % column. That section/ row will be deleted when reviewed by HR Compensation.
Complete page 4 eRecruit information if this is a new position that will be posted.
Please do not change any of the standard wording on these job descriptions. If the incumbent will be completing additional duties/responsibilities that cannot be captured within the wording given, add a bullet point beneath the closest standard duty/ responsibility.
Minimum Qualifications may not be altered. Additional desired qualifications may be added under the ‘Preferred Qualifications’ section of the description.
Once completed, please e-mail the job description to your Lead Compensation Analyst for review and processing.
Specific for the Research Technologist Job Family Matrix: On the actual job descriptions, have the Manager/PI highlight the necessary skills in #1 Principal Accountabilities.