Job specifications and evaluation tools
Tools for evaluating, recruiting, and surveying Clerical/Administrative positions have been developed for the Berkeley campus. They are used in conjunction with the Systemwide Series Concepts. Other jobs not noted above can continue to be referenced in the Systemwide Series Concepts (maintained by UC Irvine on the Web).
Generic
job descriptions for clerical/administrative positions
A campus committee made up of Department Personnel Managers and
Compensation staff has developed generic job
descriptions for Clerical/Administrative positions. The group
felt that the generic descriptions would make the review and classification
process more efficient than the current system and support managers
in determining appropriate levels for their staff. Since a significant
number of reclass requests are in the clerical/administrative
series, it is hoped the entire classification process may benefit.
Because these descriptions are very general, they are intended to be used in conjunction with performance standards that outline the expectations and performance measures for each position. As job responsibilities change, managers can redefine the performance standards and not have to spend time on lengthy job description rewrites.
These same generic descriptions can also be used for recruitment purposes. Departments can submit a generic description with specific skills, knowledge, and abilities required for the particular position. These descriptions may also be used for conducting salary surveys.
How
to use the generic job descriptions
There are four job descriptions reflecting the four different
levels in the Clerical/Administrative series (i.e., Senior Clerk,
(____) Assistant I, (____) Assistant II, (____) Assistant III).
Each description provides a summary of duties and responsibilities
as well as the corresponding factors which reflect specific knowledge,
skills, level of independence, and complexity typically expected
at each level.
In developing the generic descriptions, the Committee realized that they are very general in nature and may not reflect the variety of functions provided by positions across campus. The clerical/administrative matrix was created to supplement the descriptions. Incumbents may not perform all the duties at one level. For example, a position may reflect duties at the (____) Assistant I and II levels. The deciding factor is typically the proportion of work at which the employee spends the most time (i.e., 50% or more). Other factors may also be taken into consideration (e.g., the organizational structure, scope of responsibility, reporting relationship, etc.).
Additional information on how jobs are classified and the process for preparing a job description can be found in the Guide to Managing Human Resources - Chapter 3: Classification. We encourage you to refer to this.
Berkeley
Clerical/Administrative Generic Job Descriptions
Berkeley Clerical/Administrative Matrix
Systemwide
Series Concepts (Posted by UC Irvine)