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.
  Provides administrative direction and oversight, serves as the unit spokesperson, develops and fosters relationships with stakeholders in support of the program, and supervises staff in support of fostering a supportive program culture, and to ensure students receive quality academic and instructional services. Provides supplemental instruction for students enrolled in classroom, online and/or laboratory course(s) and the development of pedagogy/andragogy or assessment tools and resources to support quality student learning. Reviews, analyzes, and prioritizes student academic and demographic data to assess which students are the highest priority students to support with high-impact practices.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Oversees strategic planning and program budgets, including strategizing program objectives and goals, long-term planning, and developing policies and procedures as needed
  • Serves as the principal liaison between the program and stakeholders across campus, and provides clear, consistent communication with colleagues and broader audiences to articulate program goals
  • Designs curriculum and/or techniques for instruction in a disciplinary area and suggests new ways of effective instruction in courses within that discipline
  • Assesses student outcomes to ensure alignment with program goals, performs program assessments, and prepares reports for campus stakeholders
  • Develops teaching techniques that enhance course effectiveness in alignment with desired outcomes and established strategy and trains faculty and other instructional staff in use of said instructional techniques and programs
  • Provides supplemental instruction for students enrolled in classroom, online, and/or laboratory courses in a variety of formats such as one-on-one sessions, group sessions, peer mentor sessions, and seminars
  • Meets with students for intake and general assessment and makes referrals to others on campus as appropriate
  • Exercises 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 full-time equivalent (FTE) employees
  • May develop grant proposals for instructional development and may serve as principal or co-principal investigator on grants to develop new teaching methods and program offerings in the discipline
• 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.
  No
• 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.
  Yes
• 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.
  Academic Staff
• 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.
  Yes
• 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.
  • 25: $79,193-147,299
  • 24: $71,994-133,908 (B)
  • 23: $65,449-121,735 (C)
• Job Code: A job code identifies jobs in the university’s human resources system.
  • AE162: Learning Center Director
  • AE167: Learning Center Director (B)
  • AE168: Learning Center Director (C)

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
  • Computers and Electronics
  • Customer and Personal Service
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Instructing
  • Learning Strategies
  • Speaking
  • Writing