Compensation Services 

The job analysis and job evaluation programs ensure that the University’s positions are properly aligned internally and competitive with the market place in which we compete. These programs take into account the duties and responsibilities of the position.

Reclassifications
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.

New Positions
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.

Resources & Templates 
Compensation relies on the supervisor to provide the following information:

• A Standard Job Description for a new position or reclassification
• A Competency-Based Job Description for a new position or reclassification
• A completed Position Information Questionnaire (PIQ)
• An updated organizational chart (instructions, chart)

Job Description Overview
There are two types of job descriptions utilized at UMDNJ.

1. The competency-based job description is required for all Operating Units that require The Joint Commission review.
2. The Standard Job Description applies to all other classifications.

Business Process for Job Descriptions

Competency-Based Job Description  
(for facilities requiring The Joint Commission review)
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

• Competency-Based Job Description Administrative Guide
• Instructions are available in 2 formats: Word, pdf
• Template is available in 2 formats: Word, pdf
• University Hospital Competency-Based Job Description/Performance Appraisal Process

Please go to Human Resources Forms for the Competency-Based Job Description/Performance Appraisal forms and instructions.

Standard Job Description  
This section provides resources and a template for use when creating a standard job description. A standard job description should also include the job summary /objective, essential duties of the job, requirements, legal compliance, along with ADA physical demands and work environment which should be clearly defined in the job description.

• Instructions are available in 2 formats: Word, pdf
• Template is available in 2 formats: Word, pdf
• More samples available in library database

Glossary: Specific and/or mandated criteria

• ADA Physical Demands
• ADA Work Environment
• Age/Patient Population(s) Served
• Customer Service Suggestion:
  Acts as a role model for customer service and improved quality.
  (May be included in all supervisory and managerial job descriptions.)
• Leadership Statement Suggestion:
  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.)
• Mandatory Corporate Compliance Responsibilities
• Minimum Qualifications: Communication Skills
• Minimum Qualifications: Computer Skills
• Minimum Qualifications: Education and/or Experience
• Primary Source Verification of Credentials
• Substitution Clause:
  Equivalent experience, education and/or training may be substituted for the education requirements.
• Workplace Diversity Statement:
  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.)