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 consultation on compensation issues, maintains classification policies, procedures and programs, reviews and approves classification and compensation requests, and analyzes data to ensure alignment with divisional and institutional goals on total cash compensation. Serves as a main point of contact for human resources staff, colleagues, and/or campus partners regarding compensation and classification policies, program interpretations, and best practices.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Provides consultation regarding compensation issues and program direction, and ensures compensation policies and procedures are maintained and aligned with industry best practices and organizational vision
  • Receives, reviews, and approves classification and compensation adjustments and new entries; and ensures adherence to existing policies and procedures
  • Creates standard job descriptions in alignment with the established organizational structure and approved methodology
  • Serves as unit liaison to human resources staff providing organizational information, reviewing data, and recommending solutions for complex pay scenarios in accordance with established policies, procedures regulations, and applicable laws
  • Participates in salary surveys and conducts classification and compensation studies of market data, reviews current practices, and recommends improvements to leadership to align with strategic initiatives and objectives
  • Contributes to the planning, development, and implementation of strategic compensation and classification initiatives and objectives
  • Works on the regular maintenance of the compensation program taking initiative to evaluate its effectiveness, achievement of goals, budgetary aspects, etc., and recommend improvements to leadership where necessary
• 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.
  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.
  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.
  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.
  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.
  20: $51,955-96,637
• Job Code: A job code identifies jobs in the university’s human resources system.
  HR012: Compensation Analyst I

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
  • Economics and Accounting
  • Mathematics
  • Personnel and Human Resources
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Learning
  • Active Listening
  • Critical Thinking
  • Reading Comprehension
  • Speaking