Title and Standard Job Description Library

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Plans and directs the administrative and operational activities of one or more recognized departments or divisions under the purview of the Office of the Provost, which may include curriculum development and approval, undergraduate and graduate program enhancement, academic policy creation and review, and compliance or accreditation.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Sets priorities that align with the strategic directives of the Office of the Provost; ensures units effectively carry out duties in a way that best supports the strategic direction of the university and the academic mission. Provides direct supervision of department/division leadership staff, and monitors compliance with laws/regulations, university policies and procedures, and relevant contractual obligations
  • Advises and collaborates with the Provost, Vice Provost, and/or Associate Vice Provosts on critical issues, representing the functional area of supervision at appropriate meetings and events as requested; and serves on and/or leads various program and/or university committees as directed
  • Monitors on-going assessment and continuous improvement of programs/services by guiding the establishment of annual goals, ensuring progress towards goals is met, articulating challenges, and reporting on annual outcomes and achievements for programs/services
  • Supports special initiatives and/or grant-funded programs that require the Provost or Vice Provost's attention with respect to program design, planning, coordination, and interaction with internal and external stakeholders
  • Facilitates collegial, collaborative working relationships with a broad range of stakeholders, partners with administrative and academic departments to support initiatives, and gathers input from key stakeholders to support recommendations
  • May exercise supervisory authority, including hiring, transferring, suspending, promoting, managing conduct and performance, discharging, assigning, rewarding, disciplining, and/or approving hours worked of at least 2.0 FTE or equivalent employees
  • Serves on various university review committees, working with a wide range of constituencies including the Faculty Senate, Deans and Associate Deans, General Counsel, and University Leadership
• Education: Education describes the minimum level of education that people in this job usually have. Education that is a preferred minimum is recommended for this job but not required. Relevant work experience can satisfy preferred minimum education. A hiring manager may include additional education requirements when recruiting for a position.
  Master's Degree Preferred Minimum
• FLSA Status: Federal regulations determine Fair Labor Standards Act (FLSA) status. Employees who are non-exempt receive overtime pay when they work more than 40 hours in a week. Employees who are exempt do not receive overtime pay when they work more than 40 hours in a week.
  Exempt
• Institution Job: A job that has primary responsibilities that impact the majority or the entirety of the institution, or has significantly larger scope than the school/college/division in which it resides, and typically contains “(Inst)” in the job title or mentions “institution” or “enterprise” in a standard job description.
  Yes
• Required Supervisory Duty of at Least 2.0 Full-Time Equivalent (FTE) Employees: The supervisor directly oversees the equivalent of at least 2.0 FTE employees or indirectly oversees one or more supervisors. The supervisor has the authority to hire, transfer, suspend, promote, manage conduct and performance, discharge, assign, reward, and discipline employees. The supervisor typically reviews the work of employees and may approve employee timesheets.
  No
• Employee Category: Each employee category is unique in type of work performed, job security, benefits package, and/or ability to organize unions. Assignment to an employee category is based upon job title. Refer to the UW–Madison Employment Categories policy for more information.
  Limited
• Scaled Job: Jobs with the same title may have a different scope of work based on the school, college, or division where the work is performed. Scaling recognizes these differences based on the scope, impact, and complexity of the work performed. A scaled job title has multiple salary grades to align with market data. Learn more about job scaling.
  No
• Salary Range (Annual): Jobs in the same salary grade have similar pay in the market. Each salary grade has a salary range that includes a minimum and a maximum. A job is paid between the minimum and maximum of its salary grade. Learn more about UW's salary structure.
  99: Varies by job title
• Job Code: A job code identifies jobs in the university’s human resources system.
  AE011: Assistant Vice Provost (Inst)

Knowledges and Skills Learning Resources

Each standard job description is linked to a list of knowledges and skills. Knowledges and skills are optional resources to support employee learning and development. Visit the Knowledges and Skills Learning Resources website to learn more.

• Knowledges: Understanding of concepts.
  Learn more about knowledges and skills.
  • Administration and Management
  • Customer and Personal Service
  • Mathematics
  • Personnel and Human Resources
  • Production and Processing
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Coordination
  • Monitoring
  • Reading Comprehension
  • Speaking