STAFF Position Description

NEW FORMAT

Presented by:

Lynn Marks, CCP Classification & Compensation Manager

Robyn McKibbonClassification & Compensation Analyst

Agenda

• General Information

• What is a Position Description (PD)?

• Who is responsible for the final PD?

• Where is it located?

• Review Sections of the New PD

• Next Steps and Timing

• Questions

General Information

What is the Position Description (PD)?

• Focus is on one individual position

• Describes the actual work performed by the incumbent

• Used for classifying, orienting, training, and evaluating employees

Who is responsible for the final PD?

• MPP Administrator is responsible for the final staff position description

• Office of Human Resources/Classification & Compensation department

reviews the PD for appropriate classification and grade level.

Where is the form located?

HR A-Z Forms webpage:

csun.edu/hr/human-resources-forms

Section A

Department should maintain original electronic version of PD

Section B

Section B:

FLSA: Non-Exempt/Exempt

Job

Code Grade Classification Title FLSA Status

Union

Code

1038 1 Admin Analyst/Spclst 12 Mo Non-Exempt R09

1038 2 Admin Analyst/Spclst 12 Mo Exempt R09

CSU STAFF Job Code List

Fair Labor Standards Act (FLSA) – Federal Regulations

Non-Exempt = Eligible for CTO/Overtime

Exempt = Not Eligible for CTO/Overtime

Section C & D

Section D:

New Feature = Essential Functions

Identify duty statements which are intrinsic to

the work and the reason for the position to exist;

A function may be ESSENTIAL because:

1) position was established to perform the

function;

2) a limited number of employees are

available to perform the function; and/or

3) removing the function would

fundamentally change the position.

Essential function

should be

at least 15%

Section D:

Tips for Duties Statements

Major Duties – the “core” of the description, and details the position’s

responsibilities:

• % of Time Annual, not seasonal or cyclical perspective

• Listed in order of priority and percent of time (highest to lowest)

• “What” rather than “How” not too vague and not too detailed

o Avoid descriptive adjectives about the employee’s performance

of the duty/responsibility (i.e. Efficiently, timely, accurately....)

• Scope and Impact (independence, judgement, discretion)

o Any written guidelines or processes that are referred to?

o How much authority and decision making is exercised?

Implied subject (third person singular); starting with an Action Verb:

Section D:

Tips for Duties Statements Cont’d

Use action verbs and convey the level or complexity of the work:

General, vagueStatements

Higher‐level description Lower‐level description

Manages thebudget

Develops budget projections usinghistorical information and variousfinancial forecasting models.

Monitors expenses and tracks currentbudget status, and prepares monthlybudget status reports for management.

Advises students Carries a case load of students andworks with them to plan their collegeand longer‐term professional goalsand careers.

Answers student questions aboutacademic requirements and coursesequencing. Interprets information in theschool catalog or bulletin.

Catalogs LibraryMaterials

Performs original catalogingrequiring in‐depth subject analysis.

Performs copy cataloging and limitedoriginal cataloging using establishedtemplates and formats.

Handlescorrespondence

Responds to all inquiries fromprospective students related toadmission requirements andprogram eligibility.

Receives all departmentcorrespondence, reviews, determinesthe appropriate recipient anddistributes. May draft responses.

Section D:

Tips for Duties Statements Cont’d

Section D:

Words, Words, Words

Section E

Section F

Section G

Section H & I

Section J

• Department/College/Division Trainings

• Begin using the New Form!

Next Steps

QUESTIONS?

Lynn Marks - x2290,

lynn.marks@csun.edu

Robyn McKibbon - x7596, robyn.mckibbon@csun.edu