CAREER TRACKS JOB CATEGORIES & LEVELSOPERATIONAL AND TECHNICALThis category includes support, operational, technical, skilled or semi-skilled positions, where the skills are typicallyacquired through vocational education and/or apprenticeships, certifications, specialized, or on-the-job training.
Problems are typically solved through knowledge of past practices and procedural guidelines, or knowledge gained
through a certification or licensing program. For levels 2 and 3, these positions require specialized knowledge ofprocesses and procedures.
LEVEL 1: Applies basic skills while developing some specialized skills in procedures, operations, techniques, tools,materials, and/or equipment appropriate to area of specialization; performs routine and/or repetitive tasks; limited
decision making required; generally works under close supervision; has no or limited experience; work is performed
from within specific limits of established procedures and/or defined instructions.
LEVEL 2: Applies skills and job knowledge in area of specialization; may adapt procedures, operations, techniques,tools, materials, and/or equipment to meet needs of area of specialization; may work on non-routine tasks; resolves
issues/makes working decisions within area of specialization or responsibility with minimal supervision.
LEVEL 3: Regularly works on tasks that are varied and complex. Applies full range of specialized skills and job
knowledge; frequently adapts procedures, techniques, tools, materials, and/or equipment to meet specialized needs;
may serve as lead; performs broad and/or focused assignments under general supervision; originality and ingenuity areoften required to help .

PROFESSIONAL
This category includes positions which require a theoretical and conceptual knowledge of the specialization. Problems
are typically solved through analysis and strategic thinking. At more senior levels, incumbents may independently
manage or administer professional or independent programs, policies and resources.
ENTRY (LEVEL 1): Entry-level professional with limited or no prior experience; learns to use professional concepts
to resolve problems of limited scope and complexity; works on developmental assignments that are initially routine innature, requiring limited judgment and decision making.
INTERMEDIATE (LEVEL 2): Professional who applies acquired job skills, policies, and procedures to complete
substantive assignments/projects/tasks of moderate scope and complexity; exercises judgment within definedguidelines and practices to determine appropriate action.
EXPERIENCED (LEVEL 3): Experienced professional who knows how to apply theory and put it into practice within-depth understanding of the professional field; independently performs the full range of responsibilities within thefunction; possesses broad job knowledge; analyzes problems/issues of diverse scope and determines solutions.
ADVANCED (LEVEL 4): Technical leader with a high degree of knowledge in the overall field and recognizedexpertise in specific areas; problem-solving frequently requires analysis of unique issues/problems without precedentand/or structure. May manage programs that include formulating strategies and administering policies, processes, andresources; functions with a high degree of autonomy.
EXPERT (LEVEL 5): Recognized organization-wide expert. Has significant impact and influence on organizational
policy and program development. Regularly leads projects of critical importance to the organization; these projects
carry substantial consequences of success or failure. May direct programs with organization-wide impact that include
formulating strategies and administering policies, processes, and resources. Significant barriers to entry exist at thislevel.

SUPERVISORY AND MANAGERIAL
This category includes positions where the incumbent primarily achieves department objectives through thecoordinated achievements of subordinate staff who report to the incumbent.
An incumbent in a Supervisory position supervises at least 2.0 FTE and performs supervisory functions whereindependent judgment is exercised in at least three of the following:

Independently selects subordinates OR participates in the interviews and recommends who should be hired;

Independently determines subordinates’ performance ratings OR recommends performance ratings;

Independently decides within budgetary limitations the amount of subordinate merit increases, who will beselected for promotional opportunities, and whether to request the reclassification of a position, OR
recommends these actions;Has independent authority to issue written warnings and suspensions and determines what discipline should beimposed upon a subordinate OR recommends such actions;Has independent authority to resolve grievances or complaints OR formulates and recommends a resolution togrievances or complaints.

SUPERVISOR LEVEL 1: Provides immediate supervision to a unit or group of operational or technical employees.
A portion of time may be spent performing individual tasks related to the unit; however, supervisory activities must
constitute a primary part of the job. Supervises unit operations to ensure compliance with departmental ororganizational policies, procedures, and defined internal controls. Ensures accountability and stewardship ofdepartment resources (operational, financial, and human) in compliance with departmental standards and procedures.
SUPERVISOR LEVEL 2: Provides direct supervision typically to professionals or skilled technical employees.
Functions as advisor to unit and administration. Analyzes and resolves problems, interprets policies (e.g., fiscal
management, HR, contracts and grants, resource management in defined areas) and demonstrates solid subject matterknowledge. Exercises judgment within defined procedures and policies to determine appropriate action. Supervises
staff to assure accountability and stewardship of department resources (operational, financial, and human) incompliance with departmental goals and objectives.
Note: Incumbents who give work assignments to other employees and review their work products, but do not performthe above functions are typically LEAD positions and should be mapped to the Professional or Operational &Technical categories.
An incumbent in a Managerial position, in addition to the supervisory functions described above, spends themajority of time (50% or more) achieving organizational objectives through the coordinated achievements ofsubordinate staff who report to the incumbent, through the performance of the following managerial functions:Assumes accountability for decisions made bysubordinatesDetermines techniques and processes

Plans and oversees the budget

Manages employee performance (for example,guides, coaches and disciplines staff)Monitors or implements legal or policy
compliance measures

Manages workflow, operations, apportioning
the workPerforms strategic planning for functionEstablishes department goals and objectives(and manages department progress towardgoals)

MANAGER LEVEL 1: Spends the majority of time (50% or more) achieving organizational objectives through thecoordinated achievements of subordinate staff. Establishes departmental goals and objectives, functions withautonomy. Manages the accountability and stewardship of human, financial, and often physical resources incompliance with departmental and organizational goals and objectives. Ensures subordinate supervisors andprofessionals adhere to defined internal controls. Manages systems and procedures to protect departmental assets.
MANAGER LEVEL 2: Oversees through subordinate Managers a large department or multiple smaller units, OR
manages a highly specialized technical function/team. Has significant responsibility to achieve broadly stated goals
through subordinate Managers. 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 toestablish systems and procedures to protect organizational assets. Determines strategies for a program withorganization-wide impact.
MANAGER LEVEL 3: Oversees through subordinate Managers a large, complex organization with multiple
functional disciplines/occupations, OR manages a program, regardless of size, that has critical impact upon theorganization. Has significant responsibility for formulating and administering policies and programs, manages
significant human, financial, and physical resources, and functions with a very high degree of autonomy. Oversees
through subordinate Managers the accountability and stewardship of department resources and the development ofsystems and procedures to protect organizational assets.
MANAGER LEVEL 4: Directs through subordinate Managers multiple large and complex critical programs
impacting broad constituencies across major portions of the organization. Identifies objectives, manages verysignificant human, financial, and physical resources, and functions with an extremely high degree of autonomy.
Accountable for formulating and administering policies and programs for major functions. Operational or program
results can affect overall organization-wide performance and reputation. Directs through subordinate Managers thedevelopment of strategic goals and objectives to achieve accountability and stewardship of university resources in amanner consistent with system-wide objectives and initiatives.