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.
  Directs all aspects of the campus heating and cooling plants, the distribution network, and energy management to ensure the utility needs of the university community are met.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Directs, manages, and provides leadership for all administrative and technical aspects of the heating and cooling plants including direct supervision, delegation, and evaluation of heating and cooling plant management
  • Plans, implements, assists in, and coordinates complex programs including capital projects, deferred maintenance backlog reduction, preventative maintenance process, energy conservation programs, staffing efficiency programs, facilities condition assessments, computer-assisted facilities management, decision support systems, and existing and new code compliance programs to ensure the utility needs of the university community are met
  • Develops short and long range strategic plans for converting existing systems to space, labor, time, and energy saving systems which result in improved services and/or cost savings within the heating and cooling plants and distribution network. Establishes priorities to accomplish special and routine work activities
  • Assists, advises, and informs university leadership on short term and long range planning matters relating the heating and cooling plant operations and distribution network
  • Serves as the university and department advocate in the area of energy management
  • Represents the university and the department in major and capital funded construction projects related to heating and cooling operations and/or distribution and energy management to internal and outside contractors in coordination, consultation, planning, and job meetings, record keeping, reporting, and related project processes
  • Assists in the formulation of standards, policies, and programs related to the administration and daily operations of the heating and cooling plants, its employees, and contractors
  • Establishes and maintains methods and procedures for notification outages to the university community
  • Develops and audits the unit budget
  • 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
• 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.
  Bachelor'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.
  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.
  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.
  29: $126,727-235,712
• Job Code: A job code identifies jobs in the university’s human resources system.
  FP114: Utility & Energy Management Director (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