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In order to ensure that each Department has the staffing resources it needs, and that positions are properly aligned internally and that the Department is competitive with the marketplace in which we compete, we offer the job analysis and job evaluation programs for Legacy UMDNJ units. These programs take into account the duties and responsibilities of the position.
A new position is one that will be used for the first time in a department. It is not a position that is occupied by a previous employee.
A reclassification occurs when the duties an employee performs no longer correspond to the duties indicated on the existing position description or the needs of the organization change.
To provide classification assistance for departments, we rely on the supervisor to provide the following information:
There are two types of job descriptions utilized for Legacy UMDNJ positions:
Developing a Competency-Based Job Description is the first basic step to competency validation. A Competency-Based Job Description should include the job summary / objective / essential duties of the job, requirements, legal compliance, primary source verification and patient populations to whom care is to be delivered (if applicable). This information must be defined clearly in the job description along with ADA physical demands and work environment. The resources below provide a template for creating a Competency-Based Job Description as well as a glossary of terms regarding specific and/or mandated guidelines.
Helpful Tips for converting a Competency-Based Job Description/Performance Appraisal to Competency-Based Job Description format
We recommend using a Competency-Based Job Description for all clinical positions, even if the unit does not require Joint Commission Review.
A standard job description should also include the job summary / objective, essential duties of the job, requirements, legal compliance, and work environment. Each of these items should be clearly defined in the job description.
Acts as a role model for customer service and improved quality. (May be included in all supervisory and managerial job descriptions.)
Outstanding human relations and leadership skills and the ability to function in a team environment are required. Knowledge of how to accomplish superior performance in a unionized environment is preferred. (May be included in all supervisory and managerial job descriptions.)
Equivalent experience, education and/or training may be substituted for the education requirements.
Supports the University’s Workplace Diversity/EEO goals and objectives concerning employment and promotional opportunities. (To be included in all supervisory and managerial job descriptions).
Compensation Services sends out an acknowledgement or contacts the requestor upon receipt of a request. Please follow up if your request has not been acknowledged.