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 leadership in planning, developing, maintaining, and evaluating curriculum and instruction for various work units and areas of expertise in conjunction with instructional staff or faculty in support of instructional advancement. Responsible for quality assurance, developing curricular strategy, leading efforts to identify opportunities for unexplored curriculum development, and may supervise instructional staff and manage related budgets.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Assists staff in the areas of instructional design, learning strategies, assessment, and instructional methods. Ensures instructional practices are scaffolded and differentiated so learners with individual needs can access the curriculum
  • Evaluates existing materials/resources and quality control processes, and provides recommendations to leadership about new material options and directs the search for new relevant course materials
  • Assists with the development of unit focused strategic planning initiatives and objectives
  • Edits, reviews, and updates existing materials based on curriculum changes to ensure accuracy and alignment with instructional strategy, curriculum, and unit objectives
  • Facilitates the integration of technology in all instructional practices as appropriate
  • 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
  • May monitor the unit budget and approve unit expenditures
  • Serves as the subject matter expert and unit liaison to internal and external stakeholders providing operational and strategic information and representing to interests of the unit
• 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.
  23: $65,449-121,735
• Job Code: A job code identifies jobs in the university’s human resources system.
  HR026: Learning Manager

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
  • Education and Training
  • Personnel and Human Resources
  • Psychology
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Instructing
  • Learning Strategies
  • Social Perceptiveness
  • Speaking