ࡱ>  @ |bjbj00 ERR \V\V\V8VW|֧2Y8H^H^H^H^d`bb|$RZӦdB`"d`ddӦH^H^x"iiid:H^H^idiitH^Y -(\Vd"^<֧dš4xc"ciccxcxcxcӦӦ).d'}id.CLASSIFIED/UNIVERSITY POSITION DESCRIPTION (EMPLOYEE WORK PROFILE) The Employee Work Profile (EWP) is a combination of the Position Description, Employee Development Plan, and Evaluation. Parts I V are written by the supervisor, approved by the reviewer (supervisors supervisor) and discussed with the employee at the beginning of the performance cycle to determine performance expectations and development needs. The signed original, Parts I V, are kept in a confidential location designated within the division/department/school until the end of the evaluation cycle. At the end of the performance cycle, parts VI IX are completed by the supervisor, approved by the reviewer and then discussed with the employee. After the performance evaluation meeting with the employee has been conducted, the signed original Parts I IX are sent to Human Resources to be retained in the Employees personnel file. PART I Position Identification Information 1. Corporation:  FORMDROPDOWN 2. Division:  FORMDROPDOWN  Department:  FORMTEXT       Orgn Code:  FORMTEXT       3. Position Number:  FORMTEXT       Role Title:  FORMTEXT       Role Code:  FORMTEXT       Pay Band:  FORMTEXT   Working Title:  FORMTEXT       4. Supervisor s Position Number:  FORMTEXT       Supervisor s Title:  FORMTEXT       Supervisor s Role Code:  FORMTEXT        5. Does this position supervise classified/university employees?  FORMCHECKBOX  Yes  FORMCHECKBOX  No  6. Effective Date (MM/DD/YY):  FORMTEXT       To be completed by Human Resources7. EEO Skill Code:  FORMTEXT    FLSA Status:  FORMCHECKBOX  Exempt  FORMCHECKBOX  Non-Exempt Position Level Indicator:  FORMCHECKBOX  Employee  FORMCHECKBOX  Supervisor  FORMCHECKBOX  Manager Occupational Family & Career Group:  FORMTEXT       SOC Title & Code:  FORMTEXT       PART II  Position Description1. Unit Mission Statement: [Optional - Write a brief statement describing how the position relates to the work unit, division or College s objectives.]  FORMTEXT       2. Purpose of the Position: [Write a statement explaining why the position exists. Specify the most important service or product expected from the employee in this position.]  FORMTEXT       3. Knowledge, Skills, Abilities and/or Competencies required to successfully perform the work: [Provide a narrative of the KSA s/competencies and level of expertise that are required to successfully perform the work.]  FORMTEXT       4. Education, Experience, Licensure, Certification required for entry into position: [State the educational background that is minimally required and/or preferred and list any occupational certifications or licenses that the employee must hold.]  FORMTEXT        5. Level of Independent Activity [State the work actions and/or decisions the employee makes without prior approval. State to what extent the employee receives advice and guidance from the supervisor. State examples of the type of supervisory advice and guidance that is given as well as actions or decisions the employee makes without prior approval.]  FORMTEXT       6. Contacts [List and explain the contacts the employee has both inside and outside the State Government. Do not list contacts with supervisors, co-workers, and subordinates.]PERSONS OR ORGANIZATIONSPURPOSEHOW OFTEN  FORMTEXT        FORMTEXT        FORMTEXT        FORMTEXT         FORMTEXT         FORMTEXT        FORMTEXT         FORMTEXT         FORMTEXT        FORMTEXT         FORMTEXT         FORMTEX )*+,CDE}~i j yhT&h5h55OJQJ\^JmH sH  hO=1h5CJOJQJmH sH hO=1h5mH sH  h>iCJ hXCJ hM^CJ h?_CJhb;h?_OJQJ^Jhb;OJQJ^Jhb;hb;OJQJ^Jh5B*CJphhXB*CJphhb;B*CJphhe-B*CJphhbB*CJphjh5UmHnHu,DE  qh[ V$Ifgdb $IfgdFBeskd$$Ifl4|)|)  04 lalf4p $IfgdM^$a$gdb;$a$gdX||    , ˾˕udW@du0hBhFBe5OJQJ\^J-j(hBhB5OJQJU\^Jhb5OJQJ\^J!jhb5OJQJU\^JhBh5`5OJQJ\^JhBh55OJQJ\^J"hFBeh55CJOJQJ\^J-jhxhx5OJQJU\^Jhx5OJQJ\^J!jhx5OJQJU\^JhFBe5OJQJ\^Jh5OJQJ^Jh55OJQJ\^J " n r  OF $IfgdBkd$$IflB0|)d04 lalp V$If V$Ifgd5` V$IfgdB V$IfgdFBe, 6 @ F H \ ^ ` j l | лwjUD)5jhxhx5OJQJU\^JmH sH  hx5OJQJ\^JmH sH )jhx5OJQJU\^JmH sH hx5OJQJ\^J0jhB5OJQJU\^JmHnHsH u5jhFBeh{E}5OJQJU\^JmH sH hBhFBe5OJQJ\^J)jhFBe5OJQJU\^JmH sH hBh5`5OJQJ\^Jh[~Wh5`5OJQJ\^Jh[~WhFBe5OJQJ\^J       ķviRv;v.h5`5OJQJ\^J,jhB5OJQJU\^JmHnHu-jHhFBeh{E}5OJQJU\^JhFBe5OJQJ\^J!jhFBe5OJQJU\^Jh5`h5`5OJQJ\^Jh5`h55OJQJ\^JhBh55OJQJ\^JhBh5CJOJQJhBh5OJQJ^J0jhx5OJQJU\^JmHnHsH u)jhx5OJQJU\^JmH sH   ` b :hj  !V$If V$If V$Ifgd V$IfgdB !dh$Ifgd;P  !$Ifgd;P  !$IfgdB $IfgdB $IfgdFBe   4 8 : N P R \ ^ ` b l ̻sl\E-j0hFBeh{E}5OJQJU\^Jh5`h55OJQJ\^J h5`hFBehO=15OJQJ\^J,jhB5OJQJU\^JmHnHu-jhFBeh{E}5OJQJU\^JhFBe5OJQJ\^J!jhFBe5OJQJU\^J h5`h5hFBeh55OJQJ\^JhFBehFBeOJQJ^Jh5`hFBe5OJQJ\^J (*,68:<DһߤzcߤVOEh-O-h55\ h-O-h5h5`h5OJQJ^J-j hFBeh{E}5OJQJU\^Jh5OJQJ\^Jh5`h55OJQJ\^Jh[~W5OJQJ\^J,jhB5OJQJU\^JmHnHu-jhFBeh{E}5OJQJU\^JhFBe5OJQJ\^J!jhFBe5OJQJU\^Jh5`h;P5OJQJ\^JD>@TVXbdhjһߤpߤ߇Yߤ߇Lh-O-h5OJQJ^J-jt hFBeh{E}5OJQJU\^J-j hFBeh{E}5OJQJU\^Jh-O-h55OJQJ\^Jh[~W5OJQJ\^J,jhB5OJQJU\^JmHnHu-j hFBeh{E}5OJQJU\^JhFBe5OJQJ\^J!jhFBe5OJQJU\^Jh-O-h5OJQJ\^Jjl uul $Ifgd[~W V$Ifgd[~W}kd $$Ifl0|)d04 lalpjl HJfhjr̿没sfVfVh5`h{5OJQJ\^JhFBe5OJQJ\^J-j hBhB5OJQJU\^J-j hBhB5OJQJU\^J!jh[~W5OJQJU\^Jh[~W5OJQJ\^Jhe-5OJQJ\^Jh{5OJQJ\^Jhz55OJQJ\^Jh5`h55OJQJ\^Jh5CJOJQJ  XZ\b|re[MC/M'jth{E}h{E}OJQJU^Jh{E}OJQJ^Jjh{E}OJQJU^Jh\OJQJ^Jh\5OJQJ\^Jh{CJOJQJh5`h{5OJQJ\^Jh{5OJQJ\^Jh5CJOJQJh5`h55OJQJ\^J,jhB5OJQJU\^JmHnHu-j hbhb5OJQJU\^Jhb5OJQJ\^J!jhb5OJQJU\^J Zp VV$Ifgd{kd $$Ifl0|)d04 lalpZ\DF46yppccpQ & F, hV$Ifgd\ h$Ifgd>i $Ifgd\ V$Ifgd\ $Ifgd{E}pkd $$Ifl[|)|)  04 lalp   (*,BDzczzLz; h{5OJQJ\^JmH sH -jRhBhB5OJQJU\^J-jhBhB5OJQJU\^J'jh5`h\5OJQJU\^Jhnh\5OJQJ\^J h{E}5OJQJ\^JmH sH  h\5OJQJ\^JmH sH &h\h\5OJQJ\^JmH sH h\OJQJ^Jjh{E}OJQJU^J&jhBOJQJU^JmHnHuDFN "46ҾҧҾҐҾyi\Lh5`h{5OJQJ\^Jh\5OJQJ\^Jh>ih>i5OJQJ\^J-jhBhB5OJQJU\^J-j.hBhB5OJQJU\^J-jhBhB5OJQJU\^J'jh5`h>i5OJQJU\^Jh5`h>i5OJQJ\^Jh{E}5OJQJ\^J h>i5OJQJ\^JmH sH (*,Ikd$$Ifl0|)04 lalp VP$If^`Pgd{E} VP$If^`Pgd\ V$Ifgd{E}$&(uguSg?g&jhBOJQJU^JmHnHu'jth{E}h{E}OJQJU^Jjh{E}OJQJU^Jh{E}OJQJ^Jh\OJQJ^Jh\5OJQJ\^Jh{5OJQJ\^Jh5`h{5OJQJ\^J,jhB5OJQJU\^JmHnHu-jh{E}h{E}5OJQJU\^Jh{E}5OJQJ\^J!jh{E}5OJQJU\^J(*,@Rjlt 28:<PRT^`dfɼɯsodɯoYsojfh{E}Uh{5CJOJQJh{jhBUmHnHujNh{E}Uh{E}jh{E}Uh{CJOJQJh_Q5CJOJQJ\h{5CJOJQJ\h_Q5CJOJQJ\h{5CJOJQJ\h\5CJOJQJh8`h\h{CJOJQJh\h\OJQJ^J",jl|pf h$If  !h$If h$Ifgd_Qpkd$$Ifl:|)|)  04 lalp $If:bdfxx h$If !h$Ifgdz*$Ifhkd$$Ifl4|)|)04 lalf4p fh$LNPRx  !h$If h$If $Ifgd-O-hkd$$Ifl4|)|)04 lalf4p fhr*"$&:<>HJPRTFHJ^`blnvxz|$%&0ϾϾ}ph55CJOJQJ\h55CJOJQJ\h5jzh{E}UjhBUmHnHujph{E}Uh{E}jh{E}Uh{ht5CJOJQJ\h{5CJOJQJ\h-O-5CJOJQJ\h{5CJOJQJ\h{CJOJQJ)RTHprtvx h$If$Ifhkd$$Ifl4|)|)04 lalf4p xz|% "y  !h$If h$If$Ifhkd$$Ifl4|)|)04 lalf4p 01  &(*D       . 0 2 < > D F Z \ ^ h j r t ɿɲɿ쒇|qjh{E}UjMh{E}Ujh{E}Uh{E}hkX5CJOJQJ\^Jh-O-5CJOJQJ\h55CJOJQJ\h5CJOJQJh55CJOJQJ\h;Ph5jhBUmHnHujh{E}Ujh{E}U("$&(*$Ifakd$$Ifl4|)|)04 lalf4 h$If $$Ifa$akd$$Ifl4|)|)04 lalf4   @ B D l zttttttttt$Ifkd$$$IflF,|),\  0    4 lal l n p r h_________ $Ifgd{E}kd9$$Ifl0F,|),\  0    4 lalp !!!!!$!&!.!0!D!F!H!R!T!`!b!v!x!z!!!!!!!!!!!!!!!!!!!ڹڮڣژڍj h{E}Ujs h{E}Uj+h{E}Ujh{E}Uj?h{E}Ujh{E}Ujh{E}Uh{E}jhBUmHnHujh{E}Uj h{E}U7 !(!*!,!_kdm$$Ifl#F,|),\  0    4 lalp $Ifgd{E} ,!.!V!X!Z!\!^!`!!!!_kd$$Ifl#F,|),\  0    4 lalp $Ifgd{E} !!!!!!!!!!!!j $Ifgd{E} T        FORMTEXT         FORMTEXT         FORMTEXT        FORMTEXT         FORMTEXT         FORMTEXT       7. % Time  8. Core Responsibilities & Duties [Describe, in order of importance, the major duties or functions which are primary and essential to the position.]9. Expectations & Measures for Responsibilities [Identify the qualitative, quantitative and timeliness measures against which each responsibility will be assessed.] FORMTEXT   % Performance Management (for all employees who supervise classified/university employees only) Measures for Performance Management: Expectations are clear, well communicated, and relate to the goals and objectives of the department or unit Staff receive frequent, constructive feedback, including interim evaluations as appropriate Staff have the necessary knowledge, skills, and abilities to accomplish goals The requirements of the performance planning and evaluation system are met and evaluations are completed by established deadlines with proper documentation Performance issues are addressed and documented as they occur Safety issues are reviewed and communicated to assure a safe and healthy workplace  FORMTEXT        FORMTEXT   %  FORMTEXT       FORMTEXT        FORMTEXT   %  FORMTEXT       FORMTEXT        FORMTEXT   %  FORMTEXT       FORMTEXT        FORMTEXT   %  FORMTEXT       FORMTEXT        FORMTEXT   %  FORMTEXT       FORMTEXT        FORMTEXT   %  FORMTEXT       FORMTEXT        FORMTEXT   %  FORMTEXT       FORMTEXT        100% Total 10. 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