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.
  A postdoctoral fellow or traineeship is an award, usually funded extramurally, to an individual for the purpose of continued training after receipt of the doctorate. The appointing unit must verify that all requirements for the doctorate) possibly M.D., D.V.M., or J.D. for special fellowships) have been satisfactorily completed before the first day of any appointment using these titles. For example, the successful completion of an oral defense of a Ph.D. is not sufficient. The actual filing of the final thesis is required prior to the beginning date of the appointment. A person eligible for a postdoctoral fellowship or traineeship is usually within five years of having received the doctorate. Most of these awards are for two-year terms. Appointments as postdoctoral fellows and postdoctoral trainees should be made only if it can be demonstrated that the appointee's activities are primarily for the benefit of the appointee's own learning and research. Otherwise, it is more appropriate to use an employment title such as researcher or scientist. Employment titles apply whenever the duties assigned are under the direct supervision and control of the employer and are primarily for the benefit of the University or granting agency. The work of individuals appointed as postdoctoral fellows or postdoctoral trainees should be independent or self-directed, subject only to such supervision as might be given by a teacher to a student. These criteria do not prevent the university of the exramural source of funds from receiving some benefit from the appointee's activities. Activities still may be of value to the extramural grantor, or may be useful internally to the university in satisfaction of other grant or contract requirements. The test is whether the work undertaken by the appointee is a necessary and relevant part of the appointee's learning program. However, the "primary benefit" test outlined above does forbid assigning tasks to the appointee which are unnecessary and irrelevant to the learning program or are repetitive beyond that which is necessary to achieve excellence in the activity, even if these tasks do not constitute the major portion of the appointee's activities. Except in rare cases, stipends paid to postdoctoral fellows or trainees are not excludable from gross income for purposes of income tax and thus are fully taxable. Since such stipends are not wages, however, the University will not withhold taxes from monthly stipend checks. Therefore, trainees and fellows may be required to pay estimated taxes on a quarterly basis.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
• 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.
• 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.
  Employees-in-Training
• 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.
  57: Contact your division
• Job Code: A job code identifies jobs in the university’s human resources system.
  PD003: Postdoctoral Fellow

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  A postdoctoral fellow or traineeship is an award, usually funded extramurally, to an individual for the purpose of continued training after receipt of the doctorate. The appointing unit must verify that all requirements for the doctorate) possibly M.D., D.V.M., or J.D. for special fellowships) have been satisfactorily completed before the first day of any appointment using these titles. For example, the successful completion of an oral defense of a Ph.D. is not sufficient. The actual filing of the final thesis is required prior to the beginning date of the appointment. A person eligible for a postdoctoral fellowship or traineeship is usually within five years of having received the doctorate. Most of these awards are for two-year terms. Appointments as postdoctoral fellows and postdoctoral trainees should be made only if it can be demonstrated that the appointee's activities are primarily for the benefit of the appointee's own learning and research. Otherwise, it is more appropriate to use an employment title such as researcher or scientist. Employment titles apply whenever the duties assigned are under the direct supervision and control of the employer and are primarily for the benefit of the University or granting agency. The work of individuals appointed as postdoctoral fellows or postdoctoral trainees should be independent or self-directed, subject only to such supervision as might be given by a teacher to a student. These criteria do not prevent the university of the exramural source of funds from receiving some benefit from the appointee's activities. Activities still may be of value to the extramural grantor, or may be useful internally to the university in satisfaction of other grant or contract requirements. The test is whether the work undertaken by the appointee is a necessary and relevant part of the appointee's learning program. However, the "primary benefit" test outlined above does forbid assigning tasks to the appointee which are unnecessary and irrelevant to the learning program or are repetitive beyond that which is necessary to achieve excellence in the activity, even if these tasks do not constitute the major portion of the appointee's activities. Except in rare cases, stipends paid to postdoctoral fellows or trainees are not excludable from gross income for purposes of income tax and thus are fully taxable. Since such stipends are not wages, however, the University will not withhold taxes from monthly stipend checks. Therefore, trainees and fellows may be required to pay estimated taxes on a quarterly basis.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
• 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.
• 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.
  Employees-in-Training
• 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.
  57: Contact your division
• Job Code: A job code identifies jobs in the university’s human resources system.
  PD004: Postdoctoral Trainee

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Designs methodology, conducts data collection and analysis, and prepares reports for client-based research.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Assists with the development of research methodologies and procedures according to client-based objectives and specifications
  • Identifies concerns and recommends solutions to leadership
  • Collects and analyzes basic research data, conducts experiments and interviews, and documents results according to established policies and procedures
  • Prepares reports and materials and disseminates information to appropriate entities
  • Reviews and edits research protocols under general supervision
  • Trains individuals and groups on equipment operations, research protocols, and techniques within a specialized laboratory or research area
• 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.
  61: $43,071 (Minimum)
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE001: Client-Based Researcher 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.
  • Administrative
  • 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 Learning
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Designs methodology, conducts data collection and analysis, and prepares reports for moderately complex client-based research. May co-author publications, present research, and guide the efforts of other research staff.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Directs the development of research methodologies and procedures according to client-based objectives and specifications
  • Identifies concerns and recommends solutions to leadership
  • Collects and analyzes moderately complex research data for one or more research projects. Designs and conducts experiments and interviews. Documents results according to established policies and procedures
  • Prepares reports and materials and disseminates information to appropriate entities
  • Reviews and edits research protocols under limited supervision
  • Participates in research publishing and informational presentations to contribute to the development of (research type)
  • Supervises day-to-day operations of a research unit and may supervise others within a specialized laboratory or research area
• 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.
  63: $54,165 (Minimum)
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE002: Client-Based Researcher II

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.
  • Administrative
  • 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 Learning
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Leads a research team, designs methodology, conducts data collection and analysis, and prepares reports for client-based research. Authors publications, presents research, and may supervise staff.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Directs the development of research methodologies and procedures according to client-based objectives and specifications for one or more complex research projects
  • Leads the development, design, technical operations, and compliance for one or more research projects. Designs and conducts experiments and interviews. Documents results according to established policies and procedures
  • Prepares reports and materials and disseminates information to appropriate entities
  • Reviews and edits research protocols independently
  • Participates in research publishing, editing committee meetings, and informational presentations to contribute to the development of (research type)
  • Supervises day-to-day operations of a research unit and may supervise others within a specialized laboratory or research area
  • Serves as a subject matter expert and unit liaison to internal and external stakeholder groups providing information and representing the 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.
  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.
  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.
  65: $65,353 (Minimum)
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE003: Client-Based Researcher III

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.
  • Administrative
  • 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 Learning
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Contributes to a research agenda set by a lead researcher by preparing data sets, analyzing them using data science techniques, and presenting the results. Works as part of a team under general supervision.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Prepares data sets for analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources
  • Implements appropriate data science techniques under the guidance of other data scientists, statisticians, and/or other researchers to find data patterns and answer research questions chosen by the lead researcher including data visualization, statistical analysis, machine learning, and data mining
  • Organizes and automates project steps for data preparation and analysis
  • Composes and assembles reproducible workflows and reports to clearly articulate patterns to researchers and/or administrators
  • Documents approaches to address research questions
• 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.
  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.
  62: $48,814 (Minimum)
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE020: Data Scientist 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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Contributes to a research agenda set by a lead researcher by preparing data sets, analyzing them using data science techniques, and presenting the results. May work independently or as part of a team.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Prepares data sets for analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources
  • Independently identifies and implements appropriate data science techniques to find data patterns and answer research questions chosen by the lead researcher including data visualization, statistical analysis, machine learning, and data mining
  • Organizes and automates project steps for data preparation and analysis
  • Composes and assembles reproducible workflows and reports to clearly articulate patterns to researchers and/or administrators
  • Documents approaches to address research questions and contributes to the establishment of reproducible research methodologies and analysis workflows
• 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.
  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.
  64: $61,388 (Minimum)
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE021: Data Scientist II

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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Contributes to a research agenda set by a lead researcher by preparing data sets, analyzing them using statistical techniques, and presenting the results. Works as part of a team under general supervision.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Prepares datasets for analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources
  • Implements appropriate statistical techniques under the guidance of other data scientists, statisticians, and/or other researchers to answer research questions chosen by the lead researcher using the available data, including data visualization, hypothesis testing, regression analysis, and other statistical methods
  • Composes and assembles reports to clearly articulate results and findings
  • Collaborates with researchers to formulate research questions based on the results of data analysis
• 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.
  RE024: Statistician 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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Contributes to a research agenda set by a lead researcher by preparing data sets, analyzing them using statistical techniques, and presenting the results. May work independently or as part of a team.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Prepares datasets for analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources
  • Independently identifies and implements appropriate statistical techniques to answer research questions chosen by the lead researcher using the available data, including data visualization, hypothesis testing, regression analysis, and other statistical methods
  • Composes and assembles reports to clearly articulate results and findings
  • Collaborates with researchers to formulate research questions based on the results of data analysis and contributes to the establishment of research methodologies, protocols, and criteria
• 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.
  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.
  21: $56,112-104,368
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE025: Statistician II

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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Provides technical expertise to fundamental and/or applied scientific research under the direction of senior research personnel or faculty.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Collects and analyzes basic research data, conducts experiments and interviews, and documents results according to established policies and procedures
  • Conducts literature reviews, prepares reports and materials, and disseminates information to appropriate entities and assists with publications
  • Trains individuals and groups on equipment operations, research protocols, and techniques within a specialized laboratory or research area
  • Assists with the development of research methodologies and procedures
  • Identifies concerns and recommends solutions to leadership
  • Assists in developing grant applications and proposals to secure research funding
• 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.
  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.
  61: $43,071 (Minimum)
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE040: Researcher 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.
  • Administrative
  • 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 Learning
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Provides research expertise to fundamental and applied scientific research and solves problems in research development and applications to support the advancement of research.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Collects and analyzes increasingly complex research data, conducts experiments and interviews, and documents results according to established policies and procedures
  • Conducts literature reviews, prepares reports and materials, co-authors publications, and disseminates information to appropriate entities
  • Trains individuals and groups on equipment operations, research protocols, and techniques within a specialized laboratory or research area
  • Develops and implements increasingly complex research methodologies, procedures, and criteria
  • Reviews and edits protocols to ensure accuracy, thoroughness, and consistency
  • Assists in developing grant applications and proposals to secure research funding
• 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.
  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.
  63: $54,165 (Minimum)
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE041: Researcher II

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.
  • Administrative
  • 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 Learning
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Provides research expertise to fundamental and applied scientific research and develops, designs, and conducts one or more moderately complex research projects to support the advancement of research.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Collects and analyzes complex research data, conducts experiments and interviews, and documents results according to established policies and procedures
  • Conducts literature reviews, prepares reports and materials, authors or co-authors publications, and disseminates information to appropriate entities through various communication mediums
  • Trains individuals and groups on equipment operations, research protocols, and techniques within a specialized laboratory or research area
  • Develops and implements complex research projects, methodologies, procedures, and criteria
  • Reviews and evaluates results
  • Assists with writing and submitting grant applications and proposals to secure research funding
  • Provides operational guidance on day-to-day activities of unit or program staff and student workers
• 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.
  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.
  65: $65,353 (Minimum)
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE042: Researcher III

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.
  • Administrative
  • 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 Learning
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Contributes to a research agenda set by a lead researcher by preparing data sets, analyzing them using data science techniques, and presenting the results. Plays a leadership role and may lead a team and/or personnel.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Prepares data sets for analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources
  • Identifies and implements or guides others in implementing appropriate data science techniques to find data patterns and answer research questions chosen by the lead researcher including data visualization, statistical analysis, machine learning, and data mining
  • Organizes and automates project steps for data preparation and analysis
  • Composes and assembles reproducible workflows and reports to clearly articulate patterns to researchers and/or administrators
  • Documents approaches to address research questions and contributes to the establishment of reproducible research methodologies and analysis workflows
  • Serves as an institutional subject matter expert and liaison to key internal and external stakeholders regarding data science best practices and methodologies and represents the interests of data science
  • May supervise the data-to-day activities of staff and resolves routine personnel issues
• 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.
  Terminal 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.
  66: $74,067 (Minimum)
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE061: Data Scientist III

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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Works with researchers to provide advice and training on data preparation and data science analysis.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Advises researchers on how to organize and prepare data sets for analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources
  • Advises researchers on how to use data science techniques to find data patterns and answer research questions, such as data visualization, statistical analysis, machine learning, and data mining
  • Advises researchers on how to compose and assemble reproducible workflows and patterns to researchers and/or administrators
  • Formulates reproducible research approaches based on interactions with research teams and contributes to the establishment of reproducible and well-documented research protocols through training and communication activities
  • Designs, develops, and implements training on data science and data science tools
• 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.
  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.
  21: $56,112-104,368
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE062: Data Science Facilitator 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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Works with researchers to provide advice and training on data preparation and data science analysis. Plays a leadership role and may lead a team and/or personnel.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Advises researchers on how to organize and prepare data sets for analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources
  • Advises researchers on how to use data science techniques to find data patterns and answer research questions, such as data visualization, statistical analysis, machine learning, and data mining
  • Advises researchers on how to compose and assemble reproducible workflows and reports to articulate patterns to researchers and/or administrators
  • Formulates reproducible research approaches based on interactions with research teams and contributes to the establishment of reproducible and well-documented research protocols through training and communication activities
  • Designs, develops, and implements training on data science and data science tools
  • Collaborates and partners with stakeholders to promote data science resources and to develop a network of collaborators to further research
  • Serves as an institutional subject matter expert and liaison to key internal and external stakeholders regarding data science best practices and methodologies and represents the interests of data science
  • May supervise the data-to-day activities of staff and resolves routine personnel issues
• 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.
  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.
  24: $71,994-133,908
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE063: Data Science Facilitator II

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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Contributes to a research agenda set by a lead researcher by creating automated processes for preparing and analyzing data at scale.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Prepares data sets for current and future analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources and may use technologies that support data at scale
  • Implements data analysis steps in collaboration with data scientists, statisticians, and/or other researchers and may use technologies that support data at scale
  • Organizes both data preparation and analysis steps into reproducible pipelines that can process similar data sets automatically
  • Selects appropriate technologies and optimizes pipelines for performance
  • Develops, constructs, tests, and maintains architectures for large-scale data management and analysis
• 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.
  62: $48,814 (Minimum)
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE064: Data Engineer 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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Contributes to a research agenda set by a lead researcher by creating automated processes for preparing and analyzing data at scale. Plays a leadership role and may lead a team and/or personnel.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Prepares data sets for current and future analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources and may use technologies that support data at scale
  • Implements data analysis steps in collaboration with data scientists, statisticians, and/or other researchers and may use technologies that support data at scale
  • Organizes both data preparation and analysis steps into reproducible pipelines that can process similar data sets automatically
  • Selects appropriate technologies and optimizes pipelines for performance
  • Develops, constructs, tests, and maintains architectures for large-scale data management and analysis
  • Serves as an institutional subject matter expert and liaison to key internal and external stakeholders regarding automated data management and analysis at scale for research and represents the interests of large-scale data management and analysis for research
  • May supervise the data-to-day activities of staff and resolves routine personnel issues
• 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.
  64: $61,388 (Minimum)
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE065: Data Engineer II

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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Contributes to a research agenda set by a lead researcher by preparing data sets, analyzing them using statistical techniques, and presenting the results. Plays a leadership role and may lead a team and/or personnel.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Prepares datasets for analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources
  • Independently identifies and implements appropriate statistical techniques to answer research questions chosen by the lead researcher using the available data including data visualization, hypothesis testing, regression analysis, and other statistical methods
  • Composes and assembles reports to clearly articulate results and findings
  • Collaborates with researchers to formulate research questions based on the results of data analysis and contributes to the establishment of research methodologies, protocols, and criteria
  • Serves as a subject matter expert and liaison to key internal and external stakeholders regarding statistical best practices and methodologies and represents the interests of statistics and statistical analysis
  • May supervise the data-to-day activities of staff and resolves routine personnel issues
• 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.
  Terminal 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.
  24: $71,994-133,908
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE066: Statistician III

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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Works with researchers to provide advice and training on data preparation and statistical analysis.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Consults with researchers on how to prepare data sets for analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources
  • Consults with researchers on the identification of appropriate statistical techniques to answer research questions using the available data including data visualization, hypothesis testing, regression analysis, and other statistical methods
  • Consults with researchers on the implementation of data preparation and statistical analysis tasks using appropriate software tools and acts as a subject matter expert on those tools
  • Consults with researchers on the interpretation and reporting of the results of statistical analysis
  • Provides training on applied statistical analysis or the use of software tools for data preparation and statistical analysis
• 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.
  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.
  21: $56,112-104,368
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE067: Statistical Consultant 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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Works with faculty, staff, and/or student researchers to provide advice on data preparation and statistical analysis to further research. Plays a leadership role and may lead a team and/or personnel.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Consults with researchers on how to prepare data sets for analysis including cleaning/quality assurance, transformations, restructuring, and integration of multiple data sources
  • Consults with researchers on the selection of appropriate statistical techniques to answer research questions using the available data including data visualization, hypothesis testing, regression analysis, and other statistical methods
  • Consults with researchers on the implementation of data preparation and statistical analysis tasks using appropriate software tools and acts as a subject matter expert on those tools
  • Consults with researchers on the interpretation and reporting of the results of statistical analysis
  • Serves as an institutional subject matter expert and liaison to key internal and external stakeholders regarding statistical best practices and methodologies and represents the interests of statistics and statistical analysis
  • May supervise the data-to-day activities of staff and resolves routine personnel issues
• 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.
  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.
  24: $71,994-133,908
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE068: Statistical Consultant II

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
  • Biology
  • Computers and Electronics
  • Education and Training
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Complex Problem Solving
  • Critical Thinking
  • Mathematics
  • Reading Comprehension

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Assists researchers in the onboarding of state-of-the-art cyber infrastructure (CI) systems, tools, and software to enable research productivity.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Assists researchers in their selection and use of relevant CI systems and tools. Helps with routine user issues
  • Connects and coordinates the interactions between researchers and technology providers
  • Helps review and test documentation and training materials
• 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.
  Associate'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.
  21: $56,112-104,368
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE077: Research Cyberinfrastructure Facilitator 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
  • 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
  • Critical Thinking
  • Reading Comprehension
  • Speaking
  • Systems Analysis

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Engages researchers in the use of various state-of-the-art cyber infrastructure (CI) systems, tools, and software to enable research productivity. Partners with researchers to co-create and co-learn relevant computing and data capabilities. Informs and contributes to projects with technical teams to ensure delivery and improvement of research CI services, contributes to strategy for engaging with faculty research groups and building facilitation capacities, and participates in cross-functional management teams and projects. Informs partnerships with other technology groups, internal and external, and contributes to communication with stakeholders.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Engages with researchers in their selection and use of relevant CI systems, tools, and computing strategies. Contributes to facilitating the design and debugging of research workflows alongside researchers
  • Connects and coordinates interactions between researchers and technology providers. Provides regular communications to and/or collaborates with the systems and software/data professionals regarding service enhancements
  • Contributes to the design and content development of documentation, training content, and/or advanced curricula, and instructs at workshops
  • Communicates and collaborates with internal collaborators and/or potential external collaborators around facilitation and relevant service models
  • May provide consultation and expertise for aspects of research proposals specific to research CI. May serve as a project contributor for a research proposal or Co-Principal Investigator on proposals around facilitation functions
  • May contribute to regular communications with researchers and internal stakeholders
• 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.
  24: $71,994-133,908
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE078: Research Cyberinfrastructure Facilitator II

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
  • Critical Thinking
  • Reading Comprehension
  • Speaking
  • Systems Analysis

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Advises researchers in the best use of various state-of-the-art cyber infrastructure (CI) systems, tools, and software to enable research productivity. Partners with facilitators and researchers to co-create and co-learn research activities and relevant advanced computing and data capabilities both locally and nationally. Coordinates projects with technical teams to ensure delivery and improvement of research CI services, contributes to strategy for engaging with faculty research groups and building facilitation capacities, and participates in cross-functional management teams and projects. Informs partnerships with other technology groups, internal and external, and contributes to communication with stakeholders.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Engages with researchers in their selection and use of relevant CI services, systems, tools, and computing strategies. Leverages an understanding of specific research activities and their use of CI solutions to serve as a liaison between research projects and collaborators. Recommends enhancements to workflows, software, and tools, and provides in-depth consultation to research projects in cooperation with supervised staff
  • Connects and coordinates interactions between researchers and technology providers. Provides regular communications to and leads collaborations with systems and software/data professionals on the design of service enhancements
  • Contributes to the design and content development of documentation and advanced curricula, and instructs at workshops for researchers to maximize their use of CI. Serves as a subject matter expert for trainings relevant to specific areas of science domain and technology, software, or tools
  • Communicates with internal and external collaborators around facilitation and service models. Contributes to research CI community best practices documentation, presents at conferences, and/or publishes in peer reviewed journals
  • Provides consultation and expertise for research proposals. May serve as Co-Principal Investigator for a research proposal or Principal Investigator on proposals around facilitation functions
  • Provides regular communications to researchers and other internal and external stakeholders. May advise institutional or divisional leadership on research CI topics
  • Contributes to monitoring of staff performance goals
• 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.
  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.
  27: $95,824-178,232
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE079: Research Cyberinfrastructure Facilitator III

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
  • Critical Thinking
  • Reading Comprehension
  • Speaking
  • Systems Analysis

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Directs facilitation efforts and projects for various state-of-the-art cyber infrastructure (CI) systems, tools, and software to enhance research productivity. Partners with facilitators and researchers to co-create and co-learn research activities and relevant advanced computing and data capabilities both locally and nationally. Manages unit staff and develops and executes strategic initiatives regarding facilitation, training and education investments, outreach and engagement, and grant activities. Participates in and/or leads cross-functional management teams and projects. Establishes partnerships with internal and external stakeholders to advise on institutional CI investments.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Engages with researchers in their selection and use of relevant CI services, systems, tools, and computing strategies. Leverages an understanding of specific research activities and their use of CI solutions to serve as a liaison between research projects and collaborators and guide other staff in doing so. Recommends enhancements to workflows, software, and tools, and provides in-depth consultation to research projects in cooperation with supervised staff
  • Connects and coordinates interactions between researchers and technology providers. Directs and coordinates communications with systems and software/data professionals on the design of service enhancements
  • Develops and executes strategic direction for documentation and training of researchers to maximize their use of CI. Serves as a subject matter expert for trainings relevant to specific areas of science domain and technology, software, or tools
  • Communicates with internal and external collaborators around facilitation and service models. Contributes to strategic initiatives with research CI community members, presents at conferences, and/or publishes in peer reviewed journals
  • Provides consultation and contributes leadership for research proposals. May serve as Principal Investigator on research and/or CI proposals
  • Directs regular communications to researchers and other internal and external stakeholders. Participates in the planning and development of significant IT and research computing initiatives and strategies
  • 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.
  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.
  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.
  27: $95,824-178,232
• Job Code: A job code identifies jobs in the university’s human resources system.
  RE080: Research Cyberinfrastructure Facilitation 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
  • 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
  • Critical Thinking
  • Reading Comprehension
  • Speaking
  • Systems Analysis

• Job Summary: The job summary is a brief statement explaining the primary functions of the job, including its main purpose and overall goal.
  Works with researchers, departments, and centers to monitor and reconcile data for sponsored programs at the school/college/divisional level. Reviews and approves financial transactions submitted from departments or centers. May interact directly with project sponsors related to detailed financial reporting, invoicing, and/or auditing on behalf of the unit to ensure compliance.
• Job Responsibilities: Job responsibilities are the core job duties that people in this job usually perform.
  • Communicates and ensures financial requirements per federal, state, university, and sponsor regulations are followed on behalf of the school/college or division
  • Ensures the departmental or divisional post-award processing or tasks are done appropriately and timely
  • Reviews and approves financial transactions such as managing fiscal closeout of awards and projects
  • Advises departments or researchers on appropriate post-award modifications and relevant processing
  • Collects or prepares documentation required for compliance or audits on sponsored grants, contracts, or agreements
• 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.
  Associate'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.
  21: $56,112-104,368
• Job Code: A job code identifies jobs in the university’s human resources system.
  SC025: Post-Award Sponsored Programs, Grants & Contracts Accountant (S/C/D)

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
  • Law and Government
  • Mathematics
• Skills: Capabilities and proficiencies developed through training and experience. Learn more about knowledges and skills.
  • Active Listening
  • Critical Thinking
  • Reading Comprehension
  • Speaking
  • Writing