Human Resources

Human Resources work involves recruiting, hiring, onboarding, payroll, position management, compensation, leave management, employee relations, personnel records administration, training, organizational development, employee engagement, employee assistance programs, benefits, employee recognition and related functions. The work is performed in centralized, specialist roles and de-centralized, generalist roles.

Compensation | Employee Relations | Faculty & Staff Assistance Program | HR Generalist | HR Shared Services | Talent Acquisition

Compensation

Compensation positions are responsible for campus-wide job classification and compensation policy development and compliance including position description analysis, job title approval, and strategic compensation guidance. This includes developing and maintaining job classification codes, titles and structures and allocating jobs within the classification structure to ensure job title consistency and pay alignment. The work also involves designing, conducting and participating in salary surveys and performing job analyses for purposes of market pricing, salary program development and establishing and maintaining pay structures.

Employee Relations

Employee Relations positions are responsible for campus-wide employee relations policy development and compliance including performance management processes, leave programs, progressive discipline and grievance processes, dispute resolution, corrective actions, and strategic employee relations training, advice and guidance. In addition, Employee Relations Specialists initiate, improve and enhance programs and policies. This includes progressive disciplinary and grievance processes, dispute resolution matters, and recommending methods of conflict resolution in a variety of employee relations issues. Positions provide guidance and training regarding administration of all leave programs including FMLA, short term disability, long term disability, parental leave, leave sharing, injury leave (OJI) and PERA disability, unemployment compensation and the reasonable employer process.

Faculty/Staff Assistance Programs

Faculty/Staff Assistance Programs positions are responsible for campus-wide confidential counseling/consulting services designed to provide assistance to faculty and staff for personal or work-related concerns that may interfere with job performance. The work includes short-term individual, couple, family and group counseling to university faculty and staff. Other job duties include crisis intervention, threat assessment, referral to internal/external resources, supervisor consultation, supervision of interns, coordination of the intake process, support for the work-life program, initial assessment, follow-up services, consultation, development and implementation of educational workshops/trainings related to mental and behavioral health.

HR Generalist

Human Resources Generalist positions are responsible for broad administrative, compliance and strategic human resources (HR) duties and guidance in departments, colleges, schools and/or divisions across campus. Work is performed in consultation / collaboration with Campus HR, and in accordance with campus policy, federal and state law, and HR standard methodologies. Core HR work includes department, college, school or division focused HR support and/or strategy in a variety of HR areas, including but not limited to, recruiting, salary setting, leave tracking, training, performance management, employee relations, and compliance. Work may include maintaining employee records, administering payroll, and providing employee self-service support.

HR Shared Services

HR Shared Services positions are responsible for campus-wide administration and management of personnel transactions, including hiring set up, I-9 administration, employment verification, payroll, leave tracking, and personnel records management. These positions manage personnel transactions for all employee populations across campus in accordance with applicable laws, regulations and policies, and consistent with HR best practices. Work is typically performed as part of the campus Human Resource Services Center (HRSC) or the campus Human Resources Operations unit and includes collaboration with campus HR centers of excellence specialists along with division, college, school and department HR generalists, subject matter experts and program managers. Positions serve as subject matter experts campus-wide in areas of HCM system, payroll practice, change management and process management.

Talent Acquisition

Talent Acquisition positions are responsible for campus-wide recruiting services. Work involves building strategic partnerships with hiring units and advising on recruitment strategies to ensure a highly qualified and diverse applicant pool; actively sourcing qualified candidates for difficult to fill positions; devising recruiting and candidate assessment strategies for position qualifications and competencies; guiding hiring managers through interviews and offer negotiations; providing training to campus constituents in recruiting processes and best practices, strategic talent management, fair employment practices, interview guidance, reference checking, offer letters, and onboarding; advising on related Regent and University policies and applicable state and federal employment laws; and providing collaborative guidance and support in faculty/research faculty recruitment process.

Employee Relations

Employee Relations positions are responsible for campus-wide employee relations policy development and compliance including performance management processes, leave programs, progressive discipline and grievance processes, dispute resolution, corrective actions, and strategic employee relations training, advice and guidance. In addition, Employee Relations Specialists initiate, improve and enhance programs and policies. This includes progressive disciplinary and grievance processes, dispute resolution matters, and recommending methods of conflict resolution in a variety of employee relations issues. Positions provide guidance and training regarding administration of all leave programs including FMLA, short term disability, long term disability, parental leave, leave sharing, injury leave (OJI) and PERA disability, unemployment compensation and the reasonable employer process.

Levels

Jobs within this series apply knowledge of a professional discipline and associated principles and practices typically acquired through education or training that meets or exceeds the requirements of a bachelor’s degree or higher, or equivalent specialized experience. This series also includes coordinator jobs providing advanced administrative, technical and paraprofessional support directly related to a professional program or subject area which would revert to the professional if not performed. Professionals utilize analytical skills, application of professional standards, professional discretion and personal accountability to explore, extend and use additional discoveries, interpretations, applications and methods in order to provide University services. Problems are typically solved through analysis and strategic thinking. The scope of responsibility is measured based on the amount of latitude and the scope of impact both on the University and with outside entities.  

Coordinators

Provides advanced administrative support directly related to a program or professional subject area to resolve problems, answer questions, provide information, and/or advise others on technical program issues or matters. Due to the need for technical knowledge and understanding of the program or professional area, if the work were not performed by this position it would revert to a higher level in the professional series. This work differs from the Professional series based on the nature of the work which is paraprofessional, technical, and/or advanced administrative and is performed in support of the program or professional area. 

  • Level Standard
    • First Level Coordinator
  • Responsibilities
    • Uses structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Works on developmental assignments that are typically routine in nature and with direction, guidance and oversight.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions. Communication typically with those familiar with occupational discipline.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically non-exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Coordinator
  • Responsibilities
    • Applies acquired job skills to complete assignments and independently resolves problems.
  • Complexity
    • Problems are of moderate scope and complexity.
  • Independence
    • Performs the full operating coordinator assignment independently.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review. Communicates to a broad audience that may be outside of occupational discipline.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead Coordinator
  • Responsibilities
    • Applies acquired job knowledge, judgment and experience to address the full scope of complex, non-standard assignments and problems.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others.
  • Supervision Exercised
    • Typically doesn’t supervise, but provides guidance to less senior employees, operates in a work lead capacity and may supervise other coordinator or operations employees.
  • Oversight Received
    • Works independently. Serves as a lead or resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to others. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal

Professionals

Jobs in the professional series require the exercise of discretion, analytical skill, judgment, personal accountability and responsibility for creating, developing, integrating, applying, or sharing an organized body of knowledge that characteristically is (a) acquired through education or training that meets the requirements of a bachelor’s or higher degree, or equivalent specialized experience; and (b) continuously studied to explore, extend, and use additional discoveries, interpretations, and application and to improve data, materials, equipment, applications, and methods. Problems are typically solved through analysis and strategic thinking. At senior levels, incumbents may independently manage or administer professional or independent programs, policies and resources.

  • Level Standard
    • First Level Professional
  • Responsibilities
    • Uses professional concepts and structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Works on developmental assignments that are typically routine in nature with direction, guidance and oversight.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions. Communication typically with those familar with occupational discipline.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Professional
  • Responsibilities
    • Applies acquired job skills in the professional field to complete assignments and independently resolves problems.
  • Complexity
    • Problems are of moderate scope and complexity.
  • Independence
    • Performs the full operating professional assignment independently.
  • Supervision Exercised
    • Typically doesn't supervise but may supervise or lead coordinator or operations employees.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review. Communicates to a broad audience that may be outside of occupational discipline.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead Professional
  • Responsibilities
    • Applies professional theory and practice with a deep and in-depth understanding of the professional field to address the full scope of complex and non-standard assignments and problems.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others professional positions.
  • Supervision Exercised
    • Typically doesn’t supervise, but provides guidance to less senior employees, operates in a work lead capacity and may supervise coordinator or operations employees.
  • Oversight Received
    • Works independently. May serve as a resource for other professionals or operations staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of professional knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to other professional positions and leadership. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Campus Expert
  • Responsibilities
    • Recognized as a campus, division or college/school expert in specific professional areas with significant impact and influence on setting campus, division or college/school policy and program development.
  • Complexity
    • Problems are regularly unique and unprecedented.
  • Independence
    • Regularly leads projects of critical importance to the campus that carry substantial consequences of success or failure. Directs programs with campus, division or college/school-wide impact including formulating strategies and administering policies or processes.
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates and reports directly to a division or college/school head (or designee).
  • Oversight Received
    • Complete autonomy in work approach. Provides expert guidance and counsel to others including leadership.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline. Has the authority to guide or set campus, division or college/school-wide policy direction.
  • Campus Impact
    • Impact is primarily at campus-wide level as an occupational area expert. Influences others through subject matter expertise.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 4+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal

Jobs in the management series are "people leaders" responsible for leading, supervising and managing a recognized division, department or unit including directing the staff involved in those functions. Individuals in management level positions are responsible for ensuring the alignment of team priorities with broader organizational and University initiatives and objectives. Positions in this series direct the work of at least 2.0 FTE non-temporary subordinate employees - with the authority to make or significantly influence decisions impacting hiring, firing, advancement, promotion or any other change of status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE professional level position requirement. 1.0 FTE equals 2,080 hours of work in a year. The primary focus of the position’s time is dedicated to supervising staff and/or managing the area's functions and deliverables. Employees performing supervisory or management functions for less than 2.0 FTE, or as an incidental part of the assignment, should be classified at the appropriate lead level within the Operations or Professional series. Executive Directors, AVCs, and Dean titles are in the Executive Leadership job family series. Positions in the classified system have additional requirements and restrictions documented in the state of Colorado class series descriptions.  

  • Level Standard
    • First Level Supervisor
  • Responsibilities
    • Provides direct supervision to a unit or group of employees. A portion of time may be spent performing individual tasks related to the unit as a working supervisor; however, supervisory activities must be a primary focus of the job.
  • Complexity
    • Supervises unit operations to ensure compliance with departmental or campus policies, procedures, and defined internal controls. 
  • Independence
    • Ensures accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental standards and procedures.
  • Supervision Exercised
    • Supervises at least 2.0 FTE non-temporary employees directly or through subordinate supervisors with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. 1.0 FTE equals 2,080 hours of work in a year.
  • Oversight Received
    • Works independently. Serves as a lead or resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • First Level Manager 
  • Responsibilities
    • Provides supervision and management to a unit or group of employees.  Employees supervised may include operational employees in addition to professional staff. This level differs from the Management I level in that a signficantly smaller portion of time is spent performing individual tasks related to the unit, i.e., this level is not a working supervisor. For some functions, this is the director of the area. 
  • Complexity
    • The primary focus of the work involves implementing and overseeing the processes, policies and direction of the unit's programmatic functions. 
  • Independence
    • Ensures accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental standards and procedures. Establishes unit processes and procedures and manages unit operations to ensure compliance with departmental or campus policies, procedures, and defined internal controls. 
  • Supervision Exercised
    • Supervises at least 2.0 FTE non-temporary employees directly or through subordinate supervisors including 1.0 FTE professional or management level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE professional or management level position requirement.
  • Oversight Received
    • Works independently. May serve as a resource for other professionals or operations staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Second Level Manager
  • Responsibilities
    • Provides the majority of time (50% or more) achieving organizational objectives through the coordinated achievements of subordinate staff as a second level supervisor/manager who supervises at least one other subordinate supervisor or lead professional. This level differs from the Management I and II levels based on supervision of at least one subordinate supervisor/manager or Prof IV/V level position. For some functions, this is the director of the area.
  • Complexity
    • Establishes departmental goals and objectives in compliance with campus initiatives and requirements.
  • Independence
    • Manages the accountability and stewardship of human, financial, and often physical resources. Ensures subordinate supervisors and staff adhere to policies, procedures and internal controls. Manages systems and procedures to protect departmental assets. Typically reports to a Chair, Dean, higher-level Director, or equivalent administrative management.
  • Supervision Exercised
    • Supervises at least 3.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Management IV
  • Responsibilities
    • Oversees through subordinate managers a functional area (or areas) within a large department. Has significant responsibility to achieve broadly stated goals through subordinate managers or teams. Often serves as a deputy department head or large department associate director reporting directly to the department head. This level differs from the Management III level based on scope, span of control, criticality of functional impact, and discretion and decision making authority to stand-in for higher-level management.
  • Complexity
    • Determines objectives, directs programs, develops strategies and policies, manages human, financial, and physical resources, and functions with a high degree of autonomy. Proactively assesses risk to establish systems and procedures to protect organizational assets. 
  • Independence
    • Determines campus strategies for the program area. Regularly acts on behalf of higher level management related to areas of oversight. Reports to a Chair, Dean, higher-level Director, or equivalent administrative management.
  • Supervision Exercised
    • Supervises at least 3.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Large Department Head
  • Responsibilities
    • Oversees through subordinate managers a large, complex organization that has critical impact upon the campus. Oversees through subordinate managers the accountability and stewardship of campus resources and the development of systems and procedures to protect organizational assets.
  • Complexity
    • Has independent responsibility for formulating and administering policies and programs, managing the department's overall human, financial, and physical resources, and functions with a very high degree of autonomy and accountability for the services provided.
  • Independence
    • Establishes and implements campus strategies for a large department organization AND reports to an Executive Director, Assistant/Associate Vice Chancellor, Vice Chancellor, Dean or higher.
  • Supervision Exercised
    • Oversees a recognized campus department or functional area of critical campus impact.Supervises at least 5.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement. 
  • Oversight Received
    • Complete autonomy in work approach. Provides expert guidance and counsel to others including leadership.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline. Has the authority to guide campus-wide policy direction. 
  • Campus Impact
    • Impact is primarily at campus-wide level as an occupational area expert. Influences others through subject matter expertise.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 4+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal

Jobs in the operations series are typically administrative, trade, technical or non-professional in nature, performing specific activities and following general processes to either provide services to students or support the University’s operations. The work involves the practical application of established guidelines, procedures, practices, or methods to accomplish tasks. Position qualifications typically consist of a minimum of a high school diploma or equivalent and relevant experience dependent on level. Some positions may also require vocational certification, training or licensure in the related occupational field. 

  • Level Standard
    • Trainee
  • Responsibilities
    • Work assignments are limited and structured and designed to train positions for higher level assignments and involve learning to apply and follow procedures, techniques, rules and regulations.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Tasks are structured and performed under direct supervision with detailed instruction and guidance.
  • Supervision Exercised
    • Does not supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • No education required.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No experience required.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Operations
  • Responsibilities
    • First level independent administrative, trade, technical or support position performing the full range of assignments, projects and tasks using structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Work processes and procedures are defined. The independent employee utilizes job skills, experience and judgment to analyze and solve routine problems that arise throughout the standard course of work.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Work Leader, Specialist or Second Level Independent Operations
  • Responsibilities
    • Depending on the occupational area of work, positions at this level are either work leaders over others or perform Independent work involving increased judgment and complexity for non-standard, unique or specialist tasks. 
  • Complexity
    • Problems are of moderate scope and complexity, including non-standard or unique situations requiring judgment or specialized skills and experience.
  • Independence
    • Work processes and procedures are defined but include non-standard situations. The independent employee utilizes job skills, experience and judgment to analyze and solve routine problems that arise throughout the standard course of work. Work leaders assign tasks, monitor progress and work flow, check the work product, schedule work and establish standards.
  • Supervision Exercised
    • Typically doesn’t supervise regular staff, but provides guidance to less senior employees, may operate in a work lead capacity.
  • Oversight Received
    • Works independently. May serve as a resource for other staff.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead
  • Responsibilities
    • Applies acquired job knowledge, judgment and experience to address the full scope of complex, non-standard assignments and problems and to lead others.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others.
  • Supervision Exercised
    • Typically doesn’t supervise regular staff, but provides guidance to less senior employees, may operate in a work lead capacity and may supervise student or temporary employees.
  • Oversight Received
    • Works independently. May serve as a resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions..
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to others. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Provides guidance to less senior employees, often operates in a work lead capacity and may supervise other staff.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal

Faculty/Staff Assistance Programs

Faculty/Staff Assistance Programs positions are responsible for campus-wide confidential counseling/consulting services designed to provide assistance to faculty and staff for personal or work-related concerns that may interfere with job performance. The work includes short-term individual, couple, family and group counseling to university faculty and staff. Other job duties include crisis intervention, threat assessment, referral to internal/external resources, supervisor consultation, supervision of interns, coordination of the intake process, support for the work-life program, initial assessment, follow-up services, consultation, development and implementation of educational workshops/trainings related to mental and behavioral health.

Levels

Jobs within this series apply knowledge of a professional discipline and associated principles and practices typically acquired through education or training that meets or exceeds the requirements of a bachelor’s degree or higher, or equivalent specialized experience. This series also includes coordinator jobs providing advanced administrative, technical and paraprofessional support directly related to a professional program or subject area which would revert to the professional if not performed. Professionals utilize analytical skills, application of professional standards, professional discretion and personal accountability to explore, extend and use additional discoveries, interpretations, applications and methods in order to provide University services. Problems are typically solved through analysis and strategic thinking. The scope of responsibility is measured based on the amount of latitude and the scope of impact both on the University and with outside entities.  

Coordinators

Provides advanced administrative support directly related to a program or professional subject area to resolve problems, answer questions, provide information, and/or advise others on technical program issues or matters. Due to the need for technical knowledge and understanding of the program or professional area, if the work were not performed by this position it would revert to a higher level in the professional series. This work differs from the Professional series based on the nature of the work which is paraprofessional, technical, and/or advanced administrative and is performed in support of the program or professional area. 

  • Level Standard
    • First Level Coordinator
  • Responsibilities
    • Uses structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Works on developmental assignments that are typically routine in nature and with direction, guidance and oversight.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions. Communication typically with those familiar with occupational discipline.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically non-exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Coordinator
  • Responsibilities
    • Applies acquired job skills to complete assignments and independently resolves problems.
  • Complexity
    • Problems are of moderate scope and complexity.
  • Independence
    • Performs the full operating coordinator assignment independently.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review. Communicates to a broad audience that may be outside of occupational discipline.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead Coordinator
  • Responsibilities
    • Applies acquired job knowledge, judgment and experience to address the full scope of complex, non-standard assignments and problems.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others.
  • Supervision Exercised
    • Typically doesn’t supervise, but provides guidance to less senior employees, operates in a work lead capacity and may supervise other coordinator or operations employees.
  • Oversight Received
    • Works independently. Serves as a lead or resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to others. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal

Professionals

Jobs in the professional series require the exercise of discretion, analytical skill, judgment, personal accountability and responsibility for creating, developing, integrating, applying, or sharing an organized body of knowledge that characteristically is (a) acquired through education or training that meets the requirements of a bachelor’s or higher degree, or equivalent specialized experience; and (b) continuously studied to explore, extend, and use additional discoveries, interpretations, and application and to improve data, materials, equipment, applications, and methods. Problems are typically solved through analysis and strategic thinking. At senior levels, incumbents may independently manage or administer professional or independent programs, policies and resources.

  • Level Standard
    • First Level Professional
  • Responsibilities
    • Uses professional concepts and structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Works on developmental assignments that are typically routine in nature with direction, guidance and oversight.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions. Communication typically with those familar with occupational discipline.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Professional
  • Responsibilities
    • Applies acquired job skills in the professional field to complete assignments and independently resolves problems.
  • Complexity
    • Problems are of moderate scope and complexity.
  • Independence
    • Performs the full operating professional assignment independently.
  • Supervision Exercised
    • Typically doesn't supervise but may supervise or lead coordinator or operations employees.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review. Communicates to a broad audience that may be outside of occupational discipline.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead Professional
  • Responsibilities
    • Applies professional theory and practice with a deep and in-depth understanding of the professional field to address the full scope of complex and non-standard assignments and problems.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others professional positions.
  • Supervision Exercised
    • Typically doesn’t supervise, but provides guidance to less senior employees, operates in a work lead capacity and may supervise coordinator or operations employees.
  • Oversight Received
    • Works independently. May serve as a resource for other professionals or operations staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of professional knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to other professional positions and leadership. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Campus Expert
  • Responsibilities
    • Recognized as a campus, division or college/school expert in specific professional areas with significant impact and influence on setting campus, division or college/school policy and program development.
  • Complexity
    • Problems are regularly unique and unprecedented.
  • Independence
    • Regularly leads projects of critical importance to the campus that carry substantial consequences of success or failure. Directs programs with campus, division or college/school-wide impact including formulating strategies and administering policies or processes.
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates and reports directly to a division or college/school head (or designee).
  • Oversight Received
    • Complete autonomy in work approach. Provides expert guidance and counsel to others including leadership.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline. Has the authority to guide or set campus, division or college/school-wide policy direction.
  • Campus Impact
    • Impact is primarily at campus-wide level as an occupational area expert. Influences others through subject matter expertise.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 4+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal

Jobs in the management series are "people leaders" responsible for leading, supervising and managing a recognized division, department or unit including directing the staff involved in those functions. Individuals in management level positions are responsible for ensuring the alignment of team priorities with broader organizational and University initiatives and objectives. Positions in this series direct the work of at least 2.0 FTE non-temporary subordinate employees - with the authority to make or significantly influence decisions impacting hiring, firing, advancement, promotion or any other change of status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE professional level position requirement. 1.0 FTE equals 2,080 hours of work in a year. The primary focus of the position’s time is dedicated to supervising staff and/or managing the area's functions and deliverables. Employees performing supervisory or management functions for less than 2.0 FTE, or as an incidental part of the assignment, should be classified at the appropriate lead level within the Operations or Professional series. Executive Directors, AVCs, and Dean titles are in the Executive Leadership job family series. Positions in the classified system have additional requirements and restrictions documented in the state of Colorado class series descriptions.  

  • Level Standard
    • First Level Supervisor
  • Responsibilities
    • Provides direct supervision to a unit or group of employees. A portion of time may be spent performing individual tasks related to the unit as a working supervisor; however, supervisory activities must be a primary focus of the job.
  • Complexity
    • Supervises unit operations to ensure compliance with departmental or campus policies, procedures, and defined internal controls. 
  • Independence
    • Ensures accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental standards and procedures.
  • Supervision Exercised
    • Supervises at least 2.0 FTE non-temporary employees directly or through subordinate supervisors with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. 1.0 FTE equals 2,080 hours of work in a year.
  • Oversight Received
    • Works independently. Serves as a lead or resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • First Level Manager 
  • Responsibilities
    • Provides supervision and management to a unit or group of employees.  Employees supervised may include operational employees in addition to professional staff. This level differs from the Management I level in that a signficantly smaller portion of time is spent performing individual tasks related to the unit, i.e., this level is not a working supervisor. For some functions, this is the director of the area. 
  • Complexity
    • The primary focus of the work involves implementing and overseeing the processes, policies and direction of the unit's programmatic functions. 
  • Independence
    • Ensures accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental standards and procedures. Establishes unit processes and procedures and manages unit operations to ensure compliance with departmental or campus policies, procedures, and defined internal controls. 
  • Supervision Exercised
    • Supervises at least 2.0 FTE non-temporary employees directly or through subordinate supervisors including 1.0 FTE professional or management level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE professional or management level position requirement.
  • Oversight Received
    • Works independently. May serve as a resource for other professionals or operations staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Second Level Manager
  • Responsibilities
    • Provides the majority of time (50% or more) achieving organizational objectives through the coordinated achievements of subordinate staff as a second level supervisor/manager who supervises at least one other subordinate supervisor or lead professional. This level differs from the Management I and II levels based on supervision of at least one subordinate supervisor/manager or Prof IV/V level position. For some functions, this is the director of the area.
  • Complexity
    • Establishes departmental goals and objectives in compliance with campus initiatives and requirements.
  • Independence
    • Manages the accountability and stewardship of human, financial, and often physical resources. Ensures subordinate supervisors and staff adhere to policies, procedures and internal controls. Manages systems and procedures to protect departmental assets. Typically reports to a Chair, Dean, higher-level Director, or equivalent administrative management.
  • Supervision Exercised
    • Supervises at least 3.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Management IV
  • Responsibilities
    • Oversees through subordinate managers a functional area (or areas) within a large department. Has significant responsibility to achieve broadly stated goals through subordinate managers or teams. Often serves as a deputy department head or large department associate director reporting directly to the department head. This level differs from the Management III level based on scope, span of control, criticality of functional impact, and discretion and decision making authority to stand-in for higher-level management.
  • Complexity
    • Determines objectives, directs programs, develops strategies and policies, manages human, financial, and physical resources, and functions with a high degree of autonomy. Proactively assesses risk to establish systems and procedures to protect organizational assets. 
  • Independence
    • Determines campus strategies for the program area. Regularly acts on behalf of higher level management related to areas of oversight. Reports to a Chair, Dean, higher-level Director, or equivalent administrative management.
  • Supervision Exercised
    • Supervises at least 3.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Large Department Head
  • Responsibilities
    • Oversees through subordinate managers a large, complex organization that has critical impact upon the campus. Oversees through subordinate managers the accountability and stewardship of campus resources and the development of systems and procedures to protect organizational assets.
  • Complexity
    • Has independent responsibility for formulating and administering policies and programs, managing the department's overall human, financial, and physical resources, and functions with a very high degree of autonomy and accountability for the services provided.
  • Independence
    • Establishes and implements campus strategies for a large department organization AND reports to an Executive Director, Assistant/Associate Vice Chancellor, Vice Chancellor, Dean or higher.
  • Supervision Exercised
    • Oversees a recognized campus department or functional area of critical campus impact.Supervises at least 5.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement. 
  • Oversight Received
    • Complete autonomy in work approach. Provides expert guidance and counsel to others including leadership.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline. Has the authority to guide campus-wide policy direction. 
  • Campus Impact
    • Impact is primarily at campus-wide level as an occupational area expert. Influences others through subject matter expertise.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 4+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal

Jobs in the operations series are typically administrative, trade, technical or non-professional in nature, performing specific activities and following general processes to either provide services to students or support the University’s operations. The work involves the practical application of established guidelines, procedures, practices, or methods to accomplish tasks. Position qualifications typically consist of a minimum of a high school diploma or equivalent and relevant experience dependent on level. Some positions may also require vocational certification, training or licensure in the related occupational field. 

  • Level Standard
    • Trainee
  • Responsibilities
    • Work assignments are limited and structured and designed to train positions for higher level assignments and involve learning to apply and follow procedures, techniques, rules and regulations.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Tasks are structured and performed under direct supervision with detailed instruction and guidance.
  • Supervision Exercised
    • Does not supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • No education required.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No experience required.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Operations
  • Responsibilities
    • First level independent administrative, trade, technical or support position performing the full range of assignments, projects and tasks using structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Work processes and procedures are defined. The independent employee utilizes job skills, experience and judgment to analyze and solve routine problems that arise throughout the standard course of work.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Work Leader, Specialist or Second Level Independent Operations
  • Responsibilities
    • Depending on the occupational area of work, positions at this level are either work leaders over others or perform Independent work involving increased judgment and complexity for non-standard, unique or specialist tasks. 
  • Complexity
    • Problems are of moderate scope and complexity, including non-standard or unique situations requiring judgment or specialized skills and experience.
  • Independence
    • Work processes and procedures are defined but include non-standard situations. The independent employee utilizes job skills, experience and judgment to analyze and solve routine problems that arise throughout the standard course of work. Work leaders assign tasks, monitor progress and work flow, check the work product, schedule work and establish standards.
  • Supervision Exercised
    • Typically doesn’t supervise regular staff, but provides guidance to less senior employees, may operate in a work lead capacity.
  • Oversight Received
    • Works independently. May serve as a resource for other staff.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead
  • Responsibilities
    • Applies acquired job knowledge, judgment and experience to address the full scope of complex, non-standard assignments and problems and to lead others.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others.
  • Supervision Exercised
    • Typically doesn’t supervise regular staff, but provides guidance to less senior employees, may operate in a work lead capacity and may supervise student or temporary employees.
  • Oversight Received
    • Works independently. May serve as a resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions..
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to others. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Provides guidance to less senior employees, often operates in a work lead capacity and may supervise other staff.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal

HR Generalist

Human Resources Generalist positions are responsible for broad administrative, compliance and strategic human resources (HR) duties and guidance in departments, colleges, schools and/or divisions across campus. Work is performed in consultation / collaboration with Campus HR, and in accordance with campus policy, federal and state law, and HR standard methodologies. Core HR work includes department, college, school or division focused HR support and/or strategy in a variety of HR areas, including but not limited to, recruiting, salary setting, leave tracking, training, performance management, employee relations, and compliance. Work may include maintaining employee records, administering payroll, and providing employee self-service support.

Levels

Jobs within this series apply knowledge of a professional discipline and associated principles and practices typically acquired through education or training that meets or exceeds the requirements of a bachelor’s degree or higher, or equivalent specialized experience. This series also includes coordinator jobs providing advanced administrative, technical and paraprofessional support directly related to a professional program or subject area which would revert to the professional if not performed. Professionals utilize analytical skills, application of professional standards, professional discretion and personal accountability to explore, extend and use additional discoveries, interpretations, applications and methods in order to provide University services. Problems are typically solved through analysis and strategic thinking. The scope of responsibility is measured based on the amount of latitude and the scope of impact both on the University and with outside entities.  

Coordinators

Provides advanced administrative support directly related to a program or professional subject area to resolve problems, answer questions, provide information, and/or advise others on technical program issues or matters. Due to the need for technical knowledge and understanding of the program or professional area, if the work were not performed by this position it would revert to a higher level in the professional series. This work differs from the Professional series based on the nature of the work which is paraprofessional, technical, and/or advanced administrative and is performed in support of the program or professional area. 

  • Level Standard
    • First Level Coordinator
  • Responsibilities
    • Uses structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Works on developmental assignments that are typically routine in nature and with direction, guidance and oversight.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions. Communication typically with those familiar with occupational discipline.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically non-exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Coordinator
  • Responsibilities
    • Applies acquired job skills to complete assignments and independently resolves problems.
  • Complexity
    • Problems are of moderate scope and complexity.
  • Independence
    • Performs the full operating coordinator assignment independently.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review. Communicates to a broad audience that may be outside of occupational discipline.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead Coordinator
  • Responsibilities
    • Applies acquired job knowledge, judgment and experience to address the full scope of complex, non-standard assignments and problems.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others.
  • Supervision Exercised
    • Typically doesn’t supervise, but provides guidance to less senior employees, operates in a work lead capacity and may supervise other coordinator or operations employees.
  • Oversight Received
    • Works independently. Serves as a lead or resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to others. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal

Professionals

Jobs in the professional series require the exercise of discretion, analytical skill, judgment, personal accountability and responsibility for creating, developing, integrating, applying, or sharing an organized body of knowledge that characteristically is (a) acquired through education or training that meets the requirements of a bachelor’s or higher degree, or equivalent specialized experience; and (b) continuously studied to explore, extend, and use additional discoveries, interpretations, and application and to improve data, materials, equipment, applications, and methods. Problems are typically solved through analysis and strategic thinking. At senior levels, incumbents may independently manage or administer professional or independent programs, policies and resources.

  • Level Standard
    • First Level Professional
  • Responsibilities
    • Uses professional concepts and structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Works on developmental assignments that are typically routine in nature with direction, guidance and oversight.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions. Communication typically with those familar with occupational discipline.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Professional
  • Responsibilities
    • Applies acquired job skills in the professional field to complete assignments and independently resolves problems.
  • Complexity
    • Problems are of moderate scope and complexity.
  • Independence
    • Performs the full operating professional assignment independently.
  • Supervision Exercised
    • Typically doesn't supervise but may supervise or lead coordinator or operations employees.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review. Communicates to a broad audience that may be outside of occupational discipline.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead Professional
  • Responsibilities
    • Applies professional theory and practice with a deep and in-depth understanding of the professional field to address the full scope of complex and non-standard assignments and problems.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others professional positions.
  • Supervision Exercised
    • Typically doesn’t supervise, but provides guidance to less senior employees, operates in a work lead capacity and may supervise coordinator or operations employees.
  • Oversight Received
    • Works independently. May serve as a resource for other professionals or operations staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of professional knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to other professional positions and leadership. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Campus Expert
  • Responsibilities
    • Recognized as a campus, division or college/school expert in specific professional areas with significant impact and influence on setting campus, division or college/school policy and program development.
  • Complexity
    • Problems are regularly unique and unprecedented.
  • Independence
    • Regularly leads projects of critical importance to the campus that carry substantial consequences of success or failure. Directs programs with campus, division or college/school-wide impact including formulating strategies and administering policies or processes.
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates and reports directly to a division or college/school head (or designee).
  • Oversight Received
    • Complete autonomy in work approach. Provides expert guidance and counsel to others including leadership.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline. Has the authority to guide or set campus, division or college/school-wide policy direction.
  • Campus Impact
    • Impact is primarily at campus-wide level as an occupational area expert. Influences others through subject matter expertise.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 4+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal

Jobs in the management series are "people leaders" responsible for leading, supervising and managing a recognized division, department or unit including directing the staff involved in those functions. Individuals in management level positions are responsible for ensuring the alignment of team priorities with broader organizational and University initiatives and objectives. Positions in this series direct the work of at least 2.0 FTE non-temporary subordinate employees - with the authority to make or significantly influence decisions impacting hiring, firing, advancement, promotion or any other change of status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE professional level position requirement. 1.0 FTE equals 2,080 hours of work in a year. The primary focus of the position’s time is dedicated to supervising staff and/or managing the area's functions and deliverables. Employees performing supervisory or management functions for less than 2.0 FTE, or as an incidental part of the assignment, should be classified at the appropriate lead level within the Operations or Professional series. Executive Directors, AVCs, and Dean titles are in the Executive Leadership job family series. Positions in the classified system have additional requirements and restrictions documented in the state of Colorado class series descriptions.  

  • Level Standard
    • First Level Supervisor
  • Responsibilities
    • Provides direct supervision to a unit or group of employees. A portion of time may be spent performing individual tasks related to the unit as a working supervisor; however, supervisory activities must be a primary focus of the job.
  • Complexity
    • Supervises unit operations to ensure compliance with departmental or campus policies, procedures, and defined internal controls. 
  • Independence
    • Ensures accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental standards and procedures.
  • Supervision Exercised
    • Supervises at least 2.0 FTE non-temporary employees directly or through subordinate supervisors with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. 1.0 FTE equals 2,080 hours of work in a year.
  • Oversight Received
    • Works independently. Serves as a lead or resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • First Level Manager 
  • Responsibilities
    • Provides supervision and management to a unit or group of employees.  Employees supervised may include operational employees in addition to professional staff. This level differs from the Management I level in that a signficantly smaller portion of time is spent performing individual tasks related to the unit, i.e., this level is not a working supervisor. For some functions, this is the director of the area. 
  • Complexity
    • The primary focus of the work involves implementing and overseeing the processes, policies and direction of the unit's programmatic functions. 
  • Independence
    • Ensures accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental standards and procedures. Establishes unit processes and procedures and manages unit operations to ensure compliance with departmental or campus policies, procedures, and defined internal controls. 
  • Supervision Exercised
    • Supervises at least 2.0 FTE non-temporary employees directly or through subordinate supervisors including 1.0 FTE professional or management level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE professional or management level position requirement.
  • Oversight Received
    • Works independently. May serve as a resource for other professionals or operations staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Second Level Manager
  • Responsibilities
    • Provides the majority of time (50% or more) achieving organizational objectives through the coordinated achievements of subordinate staff as a second level supervisor/manager who supervises at least one other subordinate supervisor or lead professional. This level differs from the Management I and II levels based on supervision of at least one subordinate supervisor/manager or Prof IV/V level position. For some functions, this is the director of the area.
  • Complexity
    • Establishes departmental goals and objectives in compliance with campus initiatives and requirements.
  • Independence
    • Manages the accountability and stewardship of human, financial, and often physical resources. Ensures subordinate supervisors and staff adhere to policies, procedures and internal controls. Manages systems and procedures to protect departmental assets. Typically reports to a Chair, Dean, higher-level Director, or equivalent administrative management.
  • Supervision Exercised
    • Supervises at least 3.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Management IV
  • Responsibilities
    • Oversees through subordinate managers a functional area (or areas) within a large department. Has significant responsibility to achieve broadly stated goals through subordinate managers or teams. Often serves as a deputy department head or large department associate director reporting directly to the department head. This level differs from the Management III level based on scope, span of control, criticality of functional impact, and discretion and decision making authority to stand-in for higher-level management.
  • Complexity
    • Determines objectives, directs programs, develops strategies and policies, manages human, financial, and physical resources, and functions with a high degree of autonomy. Proactively assesses risk to establish systems and procedures to protect organizational assets. 
  • Independence
    • Determines campus strategies for the program area. Regularly acts on behalf of higher level management related to areas of oversight. Reports to a Chair, Dean, higher-level Director, or equivalent administrative management.
  • Supervision Exercised
    • Supervises at least 3.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Large Department Head
  • Responsibilities
    • Oversees through subordinate managers a large, complex organization that has critical impact upon the campus. Oversees through subordinate managers the accountability and stewardship of campus resources and the development of systems and procedures to protect organizational assets.
  • Complexity
    • Has independent responsibility for formulating and administering policies and programs, managing the department's overall human, financial, and physical resources, and functions with a very high degree of autonomy and accountability for the services provided.
  • Independence
    • Establishes and implements campus strategies for a large department organization AND reports to an Executive Director, Assistant/Associate Vice Chancellor, Vice Chancellor, Dean or higher.
  • Supervision Exercised
    • Oversees a recognized campus department or functional area of critical campus impact.Supervises at least 5.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement. 
  • Oversight Received
    • Complete autonomy in work approach. Provides expert guidance and counsel to others including leadership.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline. Has the authority to guide campus-wide policy direction. 
  • Campus Impact
    • Impact is primarily at campus-wide level as an occupational area expert. Influences others through subject matter expertise.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 4+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal

Jobs in the operations series are typically administrative, trade, technical or non-professional in nature, performing specific activities and following general processes to either provide services to students or support the University’s operations. The work involves the practical application of established guidelines, procedures, practices, or methods to accomplish tasks. Position qualifications typically consist of a minimum of a high school diploma or equivalent and relevant experience dependent on level. Some positions may also require vocational certification, training or licensure in the related occupational field. 

  • Level Standard
    • Trainee
  • Responsibilities
    • Work assignments are limited and structured and designed to train positions for higher level assignments and involve learning to apply and follow procedures, techniques, rules and regulations.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Tasks are structured and performed under direct supervision with detailed instruction and guidance.
  • Supervision Exercised
    • Does not supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • No education required.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No experience required.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Operations
  • Responsibilities
    • First level independent administrative, trade, technical or support position performing the full range of assignments, projects and tasks using structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Work processes and procedures are defined. The independent employee utilizes job skills, experience and judgment to analyze and solve routine problems that arise throughout the standard course of work.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Work Leader, Specialist or Second Level Independent Operations
  • Responsibilities
    • Depending on the occupational area of work, positions at this level are either work leaders over others or perform Independent work involving increased judgment and complexity for non-standard, unique or specialist tasks. 
  • Complexity
    • Problems are of moderate scope and complexity, including non-standard or unique situations requiring judgment or specialized skills and experience.
  • Independence
    • Work processes and procedures are defined but include non-standard situations. The independent employee utilizes job skills, experience and judgment to analyze and solve routine problems that arise throughout the standard course of work. Work leaders assign tasks, monitor progress and work flow, check the work product, schedule work and establish standards.
  • Supervision Exercised
    • Typically doesn’t supervise regular staff, but provides guidance to less senior employees, may operate in a work lead capacity.
  • Oversight Received
    • Works independently. May serve as a resource for other staff.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead
  • Responsibilities
    • Applies acquired job knowledge, judgment and experience to address the full scope of complex, non-standard assignments and problems and to lead others.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others.
  • Supervision Exercised
    • Typically doesn’t supervise regular staff, but provides guidance to less senior employees, may operate in a work lead capacity and may supervise student or temporary employees.
  • Oversight Received
    • Works independently. May serve as a resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions..
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to others. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Provides guidance to less senior employees, often operates in a work lead capacity and may supervise other staff.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal

HR Shared Services

HR Shared Services positions are responsible for campus-wide administration and management of personnel transactions, including hiring set up, I-9 administration, employment verification, payroll, leave tracking, and personnel records management. These positions manage personnel transactions for all employee populations across campus in accordance with applicable laws, regulations and policies, and consistent with HR best practices. Work is typically performed as part of the campus Human Resource Services Center (HRSC) or the campus Human Resources Operations unit and includes collaboration with campus HR centers of excellence specialists along with division, college, school and department HR generalists, subject matter experts and program managers. Positions serve as subject matter experts campus-wide in areas of HCM system, payroll practice, change management and process management.

Levels

Jobs within this series apply knowledge of a professional discipline and associated principles and practices typically acquired through education or training that meets or exceeds the requirements of a bachelor’s degree or higher, or equivalent specialized experience. This series also includes coordinator jobs providing advanced administrative, technical and paraprofessional support directly related to a professional program or subject area which would revert to the professional if not performed. Professionals utilize analytical skills, application of professional standards, professional discretion and personal accountability to explore, extend and use additional discoveries, interpretations, applications and methods in order to provide University services. Problems are typically solved through analysis and strategic thinking. The scope of responsibility is measured based on the amount of latitude and the scope of impact both on the University and with outside entities.  

Coordinators

Provides advanced administrative support directly related to a program or professional subject area to resolve problems, answer questions, provide information, and/or advise others on technical program issues or matters. Due to the need for technical knowledge and understanding of the program or professional area, if the work were not performed by this position it would revert to a higher level in the professional series. This work differs from the Professional series based on the nature of the work which is paraprofessional, technical, and/or advanced administrative and is performed in support of the program or professional area. 

  • Level Standard
    • First Level Coordinator
  • Responsibilities
    • Uses structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Works on developmental assignments that are typically routine in nature and with direction, guidance and oversight.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions. Communication typically with those familiar with occupational discipline.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically non-exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Coordinator
  • Responsibilities
    • Applies acquired job skills to complete assignments and independently resolves problems.
  • Complexity
    • Problems are of moderate scope and complexity.
  • Independence
    • Performs the full operating coordinator assignment independently.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review. Communicates to a broad audience that may be outside of occupational discipline.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead Coordinator
  • Responsibilities
    • Applies acquired job knowledge, judgment and experience to address the full scope of complex, non-standard assignments and problems.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others.
  • Supervision Exercised
    • Typically doesn’t supervise, but provides guidance to less senior employees, operates in a work lead capacity and may supervise other coordinator or operations employees.
  • Oversight Received
    • Works independently. Serves as a lead or resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to others. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal

Professionals

Jobs in the professional series require the exercise of discretion, analytical skill, judgment, personal accountability and responsibility for creating, developing, integrating, applying, or sharing an organized body of knowledge that characteristically is (a) acquired through education or training that meets the requirements of a bachelor’s or higher degree, or equivalent specialized experience; and (b) continuously studied to explore, extend, and use additional discoveries, interpretations, and application and to improve data, materials, equipment, applications, and methods. Problems are typically solved through analysis and strategic thinking. At senior levels, incumbents may independently manage or administer professional or independent programs, policies and resources.

  • Level Standard
    • First Level Professional
  • Responsibilities
    • Uses professional concepts and structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Works on developmental assignments that are typically routine in nature with direction, guidance and oversight.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions. Communication typically with those familar with occupational discipline.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Professional
  • Responsibilities
    • Applies acquired job skills in the professional field to complete assignments and independently resolves problems.
  • Complexity
    • Problems are of moderate scope and complexity.
  • Independence
    • Performs the full operating professional assignment independently.
  • Supervision Exercised
    • Typically doesn't supervise but may supervise or lead coordinator or operations employees.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review. Communicates to a broad audience that may be outside of occupational discipline.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead Professional
  • Responsibilities
    • Applies professional theory and practice with a deep and in-depth understanding of the professional field to address the full scope of complex and non-standard assignments and problems.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others professional positions.
  • Supervision Exercised
    • Typically doesn’t supervise, but provides guidance to less senior employees, operates in a work lead capacity and may supervise coordinator or operations employees.
  • Oversight Received
    • Works independently. May serve as a resource for other professionals or operations staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of professional knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to other professional positions and leadership. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Campus Expert
  • Responsibilities
    • Recognized as a campus, division or college/school expert in specific professional areas with significant impact and influence on setting campus, division or college/school policy and program development.
  • Complexity
    • Problems are regularly unique and unprecedented.
  • Independence
    • Regularly leads projects of critical importance to the campus that carry substantial consequences of success or failure. Directs programs with campus, division or college/school-wide impact including formulating strategies and administering policies or processes.
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates and reports directly to a division or college/school head (or designee).
  • Oversight Received
    • Complete autonomy in work approach. Provides expert guidance and counsel to others including leadership.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline. Has the authority to guide or set campus, division or college/school-wide policy direction.
  • Campus Impact
    • Impact is primarily at campus-wide level as an occupational area expert. Influences others through subject matter expertise.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 4+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal

Jobs in the management series are "people leaders" responsible for leading, supervising and managing a recognized division, department or unit including directing the staff involved in those functions. Individuals in management level positions are responsible for ensuring the alignment of team priorities with broader organizational and University initiatives and objectives. Positions in this series direct the work of at least 2.0 FTE non-temporary subordinate employees - with the authority to make or significantly influence decisions impacting hiring, firing, advancement, promotion or any other change of status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE professional level position requirement. 1.0 FTE equals 2,080 hours of work in a year. The primary focus of the position’s time is dedicated to supervising staff and/or managing the area's functions and deliverables. Employees performing supervisory or management functions for less than 2.0 FTE, or as an incidental part of the assignment, should be classified at the appropriate lead level within the Operations or Professional series. Executive Directors, AVCs, and Dean titles are in the Executive Leadership job family series. Positions in the classified system have additional requirements and restrictions documented in the state of Colorado class series descriptions.  

  • Level Standard
    • First Level Supervisor
  • Responsibilities
    • Provides direct supervision to a unit or group of employees. A portion of time may be spent performing individual tasks related to the unit as a working supervisor; however, supervisory activities must be a primary focus of the job.
  • Complexity
    • Supervises unit operations to ensure compliance with departmental or campus policies, procedures, and defined internal controls. 
  • Independence
    • Ensures accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental standards and procedures.
  • Supervision Exercised
    • Supervises at least 2.0 FTE non-temporary employees directly or through subordinate supervisors with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. 1.0 FTE equals 2,080 hours of work in a year.
  • Oversight Received
    • Works independently. Serves as a lead or resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • First Level Manager 
  • Responsibilities
    • Provides supervision and management to a unit or group of employees.  Employees supervised may include operational employees in addition to professional staff. This level differs from the Management I level in that a signficantly smaller portion of time is spent performing individual tasks related to the unit, i.e., this level is not a working supervisor. For some functions, this is the director of the area. 
  • Complexity
    • The primary focus of the work involves implementing and overseeing the processes, policies and direction of the unit's programmatic functions. 
  • Independence
    • Ensures accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental standards and procedures. Establishes unit processes and procedures and manages unit operations to ensure compliance with departmental or campus policies, procedures, and defined internal controls. 
  • Supervision Exercised
    • Supervises at least 2.0 FTE non-temporary employees directly or through subordinate supervisors including 1.0 FTE professional or management level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE professional or management level position requirement.
  • Oversight Received
    • Works independently. May serve as a resource for other professionals or operations staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Second Level Manager
  • Responsibilities
    • Provides the majority of time (50% or more) achieving organizational objectives through the coordinated achievements of subordinate staff as a second level supervisor/manager who supervises at least one other subordinate supervisor or lead professional. This level differs from the Management I and II levels based on supervision of at least one subordinate supervisor/manager or Prof IV/V level position. For some functions, this is the director of the area.
  • Complexity
    • Establishes departmental goals and objectives in compliance with campus initiatives and requirements.
  • Independence
    • Manages the accountability and stewardship of human, financial, and often physical resources. Ensures subordinate supervisors and staff adhere to policies, procedures and internal controls. Manages systems and procedures to protect departmental assets. Typically reports to a Chair, Dean, higher-level Director, or equivalent administrative management.
  • Supervision Exercised
    • Supervises at least 3.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Management IV
  • Responsibilities
    • Oversees through subordinate managers a functional area (or areas) within a large department. Has significant responsibility to achieve broadly stated goals through subordinate managers or teams. Often serves as a deputy department head or large department associate director reporting directly to the department head. This level differs from the Management III level based on scope, span of control, criticality of functional impact, and discretion and decision making authority to stand-in for higher-level management.
  • Complexity
    • Determines objectives, directs programs, develops strategies and policies, manages human, financial, and physical resources, and functions with a high degree of autonomy. Proactively assesses risk to establish systems and procedures to protect organizational assets. 
  • Independence
    • Determines campus strategies for the program area. Regularly acts on behalf of higher level management related to areas of oversight. Reports to a Chair, Dean, higher-level Director, or equivalent administrative management.
  • Supervision Exercised
    • Supervises at least 3.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Large Department Head
  • Responsibilities
    • Oversees through subordinate managers a large, complex organization that has critical impact upon the campus. Oversees through subordinate managers the accountability and stewardship of campus resources and the development of systems and procedures to protect organizational assets.
  • Complexity
    • Has independent responsibility for formulating and administering policies and programs, managing the department's overall human, financial, and physical resources, and functions with a very high degree of autonomy and accountability for the services provided.
  • Independence
    • Establishes and implements campus strategies for a large department organization AND reports to an Executive Director, Assistant/Associate Vice Chancellor, Vice Chancellor, Dean or higher.
  • Supervision Exercised
    • Oversees a recognized campus department or functional area of critical campus impact.Supervises at least 5.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement. 
  • Oversight Received
    • Complete autonomy in work approach. Provides expert guidance and counsel to others including leadership.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline. Has the authority to guide campus-wide policy direction. 
  • Campus Impact
    • Impact is primarily at campus-wide level as an occupational area expert. Influences others through subject matter expertise.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 4+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal

Jobs in the operations series are typically administrative, trade, technical or non-professional in nature, performing specific activities and following general processes to either provide services to students or support the University’s operations. The work involves the practical application of established guidelines, procedures, practices, or methods to accomplish tasks. Position qualifications typically consist of a minimum of a high school diploma or equivalent and relevant experience dependent on level. Some positions may also require vocational certification, training or licensure in the related occupational field. 

  • Level Standard
    • Trainee
  • Responsibilities
    • Work assignments are limited and structured and designed to train positions for higher level assignments and involve learning to apply and follow procedures, techniques, rules and regulations.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Tasks are structured and performed under direct supervision with detailed instruction and guidance.
  • Supervision Exercised
    • Does not supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • No education required.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No experience required.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Operations
  • Responsibilities
    • First level independent administrative, trade, technical or support position performing the full range of assignments, projects and tasks using structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Work processes and procedures are defined. The independent employee utilizes job skills, experience and judgment to analyze and solve routine problems that arise throughout the standard course of work.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Work Leader, Specialist or Second Level Independent Operations
  • Responsibilities
    • Depending on the occupational area of work, positions at this level are either work leaders over others or perform Independent work involving increased judgment and complexity for non-standard, unique or specialist tasks. 
  • Complexity
    • Problems are of moderate scope and complexity, including non-standard or unique situations requiring judgment or specialized skills and experience.
  • Independence
    • Work processes and procedures are defined but include non-standard situations. The independent employee utilizes job skills, experience and judgment to analyze and solve routine problems that arise throughout the standard course of work. Work leaders assign tasks, monitor progress and work flow, check the work product, schedule work and establish standards.
  • Supervision Exercised
    • Typically doesn’t supervise regular staff, but provides guidance to less senior employees, may operate in a work lead capacity.
  • Oversight Received
    • Works independently. May serve as a resource for other staff.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead
  • Responsibilities
    • Applies acquired job knowledge, judgment and experience to address the full scope of complex, non-standard assignments and problems and to lead others.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others.
  • Supervision Exercised
    • Typically doesn’t supervise regular staff, but provides guidance to less senior employees, may operate in a work lead capacity and may supervise student or temporary employees.
  • Oversight Received
    • Works independently. May serve as a resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions..
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to others. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Provides guidance to less senior employees, often operates in a work lead capacity and may supervise other staff.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal

Talent Acquisition

Talent Acquisition positions are responsible for campus-wide recruiting services. Work involves building strategic partnerships with hiring units and advising on recruitment strategies to ensure a highly qualified and diverse applicant pool; actively sourcing qualified candidates for difficult to fill positions; devising recruiting and candidate assessment strategies for position qualifications and competencies; guiding hiring managers through interviews and offer negotiations; providing training to campus constituents in recruiting processes and best practices, strategic talent management, fair employment practices, interview guidance, reference checking, offer letters, and onboarding; advising on related Regent and University policies and applicable state and federal employment laws; and providing collaborative guidance and support in faculty/research faculty recruitment process.

Levels

Jobs within this series apply knowledge of a professional discipline and associated principles and practices typically acquired through education or training that meets or exceeds the requirements of a bachelor’s degree or higher, or equivalent specialized experience. This series also includes coordinator jobs providing advanced administrative, technical and paraprofessional support directly related to a professional program or subject area which would revert to the professional if not performed. Professionals utilize analytical skills, application of professional standards, professional discretion and personal accountability to explore, extend and use additional discoveries, interpretations, applications and methods in order to provide University services. Problems are typically solved through analysis and strategic thinking. The scope of responsibility is measured based on the amount of latitude and the scope of impact both on the University and with outside entities.  

Coordinators

Provides advanced administrative support directly related to a program or professional subject area to resolve problems, answer questions, provide information, and/or advise others on technical program issues or matters. Due to the need for technical knowledge and understanding of the program or professional area, if the work were not performed by this position it would revert to a higher level in the professional series. This work differs from the Professional series based on the nature of the work which is paraprofessional, technical, and/or advanced administrative and is performed in support of the program or professional area. 

  • Level Standard
    • First Level Coordinator
  • Responsibilities
    • Uses structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Works on developmental assignments that are typically routine in nature and with direction, guidance and oversight.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions. Communication typically with those familiar with occupational discipline.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically non-exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Coordinator
  • Responsibilities
    • Applies acquired job skills to complete assignments and independently resolves problems.
  • Complexity
    • Problems are of moderate scope and complexity.
  • Independence
    • Performs the full operating coordinator assignment independently.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review. Communicates to a broad audience that may be outside of occupational discipline.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead Coordinator
  • Responsibilities
    • Applies acquired job knowledge, judgment and experience to address the full scope of complex, non-standard assignments and problems.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others.
  • Supervision Exercised
    • Typically doesn’t supervise, but provides guidance to less senior employees, operates in a work lead capacity and may supervise other coordinator or operations employees.
  • Oversight Received
    • Works independently. Serves as a lead or resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to others. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of experience directly related to the work assignment.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal

Professionals

Jobs in the professional series require the exercise of discretion, analytical skill, judgment, personal accountability and responsibility for creating, developing, integrating, applying, or sharing an organized body of knowledge that characteristically is (a) acquired through education or training that meets the requirements of a bachelor’s or higher degree, or equivalent specialized experience; and (b) continuously studied to explore, extend, and use additional discoveries, interpretations, and application and to improve data, materials, equipment, applications, and methods. Problems are typically solved through analysis and strategic thinking. At senior levels, incumbents may independently manage or administer professional or independent programs, policies and resources.

  • Level Standard
    • First Level Professional
  • Responsibilities
    • Uses professional concepts and structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Works on developmental assignments that are typically routine in nature with direction, guidance and oversight.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions. Communication typically with those familar with occupational discipline.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Professional
  • Responsibilities
    • Applies acquired job skills in the professional field to complete assignments and independently resolves problems.
  • Complexity
    • Problems are of moderate scope and complexity.
  • Independence
    • Performs the full operating professional assignment independently.
  • Supervision Exercised
    • Typically doesn't supervise but may supervise or lead coordinator or operations employees.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review. Communicates to a broad audience that may be outside of occupational discipline.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead Professional
  • Responsibilities
    • Applies professional theory and practice with a deep and in-depth understanding of the professional field to address the full scope of complex and non-standard assignments and problems.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others professional positions.
  • Supervision Exercised
    • Typically doesn’t supervise, but provides guidance to less senior employees, operates in a work lead capacity and may supervise coordinator or operations employees.
  • Oversight Received
    • Works independently. May serve as a resource for other professionals or operations staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of professional knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to other professional positions and leadership. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Campus Expert
  • Responsibilities
    • Recognized as a campus, division or college/school expert in specific professional areas with significant impact and influence on setting campus, division or college/school policy and program development.
  • Complexity
    • Problems are regularly unique and unprecedented.
  • Independence
    • Regularly leads projects of critical importance to the campus that carry substantial consequences of success or failure. Directs programs with campus, division or college/school-wide impact including formulating strategies and administering policies or processes.
  • Supervision Exercised
    • Exercises responsibility and accountability similar to a manager but without subordinates and reports directly to a division or college/school head (or designee).
  • Oversight Received
    • Complete autonomy in work approach. Provides expert guidance and counsel to others including leadership.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline. Has the authority to guide or set campus, division or college/school-wide policy direction.
  • Campus Impact
    • Impact is primarily at campus-wide level as an occupational area expert. Influences others through subject matter expertise.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 4+ years of professional, job related experience.
  • Typical FLSA Exemption Status
    • Typically Administrative or Professional Exempt
  • Background Checks Required
    • Criminal

Jobs in the management series are "people leaders" responsible for leading, supervising and managing a recognized division, department or unit including directing the staff involved in those functions. Individuals in management level positions are responsible for ensuring the alignment of team priorities with broader organizational and University initiatives and objectives. Positions in this series direct the work of at least 2.0 FTE non-temporary subordinate employees - with the authority to make or significantly influence decisions impacting hiring, firing, advancement, promotion or any other change of status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE professional level position requirement. 1.0 FTE equals 2,080 hours of work in a year. The primary focus of the position’s time is dedicated to supervising staff and/or managing the area's functions and deliverables. Employees performing supervisory or management functions for less than 2.0 FTE, or as an incidental part of the assignment, should be classified at the appropriate lead level within the Operations or Professional series. Executive Directors, AVCs, and Dean titles are in the Executive Leadership job family series. Positions in the classified system have additional requirements and restrictions documented in the state of Colorado class series descriptions.  

  • Level Standard
    • First Level Supervisor
  • Responsibilities
    • Provides direct supervision to a unit or group of employees. A portion of time may be spent performing individual tasks related to the unit as a working supervisor; however, supervisory activities must be a primary focus of the job.
  • Complexity
    • Supervises unit operations to ensure compliance with departmental or campus policies, procedures, and defined internal controls. 
  • Independence
    • Ensures accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental standards and procedures.
  • Supervision Exercised
    • Supervises at least 2.0 FTE non-temporary employees directly or through subordinate supervisors with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. 1.0 FTE equals 2,080 hours of work in a year.
  • Oversight Received
    • Works independently. Serves as a lead or resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No additional experience required.
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • First Level Manager 
  • Responsibilities
    • Provides supervision and management to a unit or group of employees.  Employees supervised may include operational employees in addition to professional staff. This level differs from the Management I level in that a signficantly smaller portion of time is spent performing individual tasks related to the unit, i.e., this level is not a working supervisor. For some functions, this is the director of the area. 
  • Complexity
    • The primary focus of the work involves implementing and overseeing the processes, policies and direction of the unit's programmatic functions. 
  • Independence
    • Ensures accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental standards and procedures. Establishes unit processes and procedures and manages unit operations to ensure compliance with departmental or campus policies, procedures, and defined internal controls. 
  • Supervision Exercised
    • Supervises at least 2.0 FTE non-temporary employees directly or through subordinate supervisors including 1.0 FTE professional or management level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 2.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE professional or management level position requirement.
  • Oversight Received
    • Works independently. May serve as a resource for other professionals or operations staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions. Communication of complex concepts as a regular and primary requirement.
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 1+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Second Level Manager
  • Responsibilities
    • Provides the majority of time (50% or more) achieving organizational objectives through the coordinated achievements of subordinate staff as a second level supervisor/manager who supervises at least one other subordinate supervisor or lead professional. This level differs from the Management I and II levels based on supervision of at least one subordinate supervisor/manager or Prof IV/V level position. For some functions, this is the director of the area.
  • Complexity
    • Establishes departmental goals and objectives in compliance with campus initiatives and requirements.
  • Independence
    • Manages the accountability and stewardship of human, financial, and often physical resources. Ensures subordinate supervisors and staff adhere to policies, procedures and internal controls. Manages systems and procedures to protect departmental assets. Typically reports to a Chair, Dean, higher-level Director, or equivalent administrative management.
  • Supervision Exercised
    • Supervises at least 3.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 2+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Management IV
  • Responsibilities
    • Oversees through subordinate managers a functional area (or areas) within a large department. Has significant responsibility to achieve broadly stated goals through subordinate managers or teams. Often serves as a deputy department head or large department associate director reporting directly to the department head. This level differs from the Management III level based on scope, span of control, criticality of functional impact, and discretion and decision making authority to stand-in for higher-level management.
  • Complexity
    • Determines objectives, directs programs, develops strategies and policies, manages human, financial, and physical resources, and functions with a high degree of autonomy. Proactively assesses risk to establish systems and procedures to protect organizational assets. 
  • Independence
    • Determines campus strategies for the program area. Regularly acts on behalf of higher level management related to areas of oversight. Reports to a Chair, Dean, higher-level Director, or equivalent administrative management.
  • Supervision Exercised
    • Supervises at least 3.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline. 
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 3+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Large Department Head
  • Responsibilities
    • Oversees through subordinate managers a large, complex organization that has critical impact upon the campus. Oversees through subordinate managers the accountability and stewardship of campus resources and the development of systems and procedures to protect organizational assets.
  • Complexity
    • Has independent responsibility for formulating and administering policies and programs, managing the department's overall human, financial, and physical resources, and functions with a very high degree of autonomy and accountability for the services provided.
  • Independence
    • Establishes and implements campus strategies for a large department organization AND reports to an Executive Director, Assistant/Associate Vice Chancellor, Vice Chancellor, Dean or higher.
  • Supervision Exercised
    • Oversees a recognized campus department or functional area of critical campus impact.Supervises at least 5.0 FTE non-temporary employees directly or through subordinate supervisors including at least 1.0 FTE management (or Prof IV/V) level position with authority to impact hiring, firing, promotion, performance and status. Student employee FTE may count toward the 3.0 FTE minimum if the work performed is part of the department or unit’s ongoing regular staffing pattern. Student FTE may not substitute for the 1.0 FTE management (or Prof IV/V) level position requirement. 
  • Oversight Received
    • Complete autonomy in work approach. Provides expert guidance and counsel to others including leadership.
  • Proficiency
    • Defines and solves the most complex problems. Communicates complex concepts to broad audiences. Viewed as an expert by those within and outside the occupational discipline. Has the authority to guide campus-wide policy direction. 
  • Campus Impact
    • Impact is primarily at campus-wide level as an occupational area expert. Influences others through subject matter expertise.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Bachelor’s degree or equivalent combination of education and experience may substitute.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • 4+ years of job related experience. 
  • Typical FLSA Exemption Status
    • Typically Executive Exempt
  • Background Checks Required
    • Criminal

Jobs in the operations series are typically administrative, trade, technical or non-professional in nature, performing specific activities and following general processes to either provide services to students or support the University’s operations. The work involves the practical application of established guidelines, procedures, practices, or methods to accomplish tasks. Position qualifications typically consist of a minimum of a high school diploma or equivalent and relevant experience dependent on level. Some positions may also require vocational certification, training or licensure in the related occupational field. 

  • Level Standard
    • Trainee
  • Responsibilities
    • Work assignments are limited and structured and designed to train positions for higher level assignments and involve learning to apply and follow procedures, techniques, rules and regulations.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Tasks are structured and performed under direct supervision with detailed instruction and guidance.
  • Supervision Exercised
    • Does not supervise.
  • Oversight Received
    • Close supervision. Frequent monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions.
  • Campus Impact
    • Acquiring knowledge of campus policies and systems. Impact limited to immediate work team or customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • No education required.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • No experience required.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Independent Operations
  • Responsibilities
    • First level independent administrative, trade, technical or support position performing the full range of assignments, projects and tasks using structured guidance to complete assignments and resolve problems.
  • Complexity
    • Problems are of limited scope and complexity.
  • Independence
    • Work processes and procedures are defined. The independent employee utilizes job skills, experience and judgment to analyze and solve routine problems that arise throughout the standard course of work.
  • Supervision Exercised
    • Typically doesn't supervise.
  • Oversight Received
    • Limited supervision through review of work product. Periodic monitoring of work.
  • Proficiency
    • Recurring problems with defined solutions.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Work Leader, Specialist or Second Level Independent Operations
  • Responsibilities
    • Depending on the occupational area of work, positions at this level are either work leaders over others or perform Independent work involving increased judgment and complexity for non-standard, unique or specialist tasks. 
  • Complexity
    • Problems are of moderate scope and complexity, including non-standard or unique situations requiring judgment or specialized skills and experience.
  • Independence
    • Work processes and procedures are defined but include non-standard situations. The independent employee utilizes job skills, experience and judgment to analyze and solve routine problems that arise throughout the standard course of work. Work leaders assign tasks, monitor progress and work flow, check the work product, schedule work and establish standards.
  • Supervision Exercised
    • Typically doesn’t supervise regular staff, but provides guidance to less senior employees, may operate in a work lead capacity.
  • Oversight Received
    • Works independently. May serve as a resource for other staff.
  • Proficiency
    • Applies concepts to resolve a variety of problems. Discretion to determine a course of action with review.
  • Campus Impact
    • Working knowledge of campus policies and systems. Impact is on work team, customers or department.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Experienced / Lead
  • Responsibilities
    • Applies acquired job knowledge, judgment and experience to address the full scope of complex, non-standard assignments and problems and to lead others.
  • Complexity
    • Problems are non-standard, complex, sensitive and of diverse scope.
  • Independence
    • Exercises independent judgment to determine appropriate action for the full range assignment that regularly includes complex and non-standard situations. Regularly relied upon as a resource, guide or advisor to others.
  • Supervision Exercised
    • Typically doesn’t supervise regular staff, but provides guidance to less senior employees, may operate in a work lead capacity and may supervise student or temporary employees.
  • Oversight Received
    • Works independently. May serve as a resource for other staff.
  • Proficiency
    • Defines and solves advanced problems with non-standard solutions..
  • Campus Impact
    • Experienced knowledge of campus policies and systems. Working knowledge of university-wide policies and systems. Impact is across department and as a primary resource to customers.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal
  • Level Standard
    • Technical Leader / Non-Supervisory Function Head
  • Responsibilities
    • Uses a high degree of knowledge, skills and experience with recognized expertise in the role.
  • Complexity
    • Problem-solving frequently requires analysis of unique issues without precedent or established guidance.
  • Independence
    • Exercises independent judgment on highly visible, sensitive or confidential matters with a high degree of autonomy. Regularly relied upon as a resource, guide or advisor to others. Formulates or administers strategies, policies or processes. 
  • Supervision Exercised
    • Provides guidance to less senior employees, often operates in a work lead capacity and may supervise other staff.
  • Oversight Received
    • Complete autonomy in work approach.
  • Proficiency
    • Defines and solves the most complex problems.
  • Campus Impact
    • Expert knowledge of campus and university-wide policies and systems. Viewed as a department-wide expert. Manages escalated questions and issues from within and outside the occupational discipline.
  • Minimum Education (Must meet or can exceed minimum requirements as described)
    • Education requirements are specific to the classified staff minimum qualifications for each occupation.
  • Minimum Experience (Must meet or can exceed minimum requirements as described)
    • Experience requirements are specific to the classified staff minimum qualifications for each occupation.
  • Typical FLSA Exemption Status
    • Non-Exempt
  • Background Checks Required
    • Criminal