Manager and Leader Work Dimensions

Provides guidance on highly complex, controversial or unusual situations without clear precedent and extend across multiple job families or across the institution.

Strategizes, and oversees operational plans and long-term initiatives, programs, and systems requiring a high degree of innovation, creativity, and integration.

Serves as the communication liaison between University executive leadership and staff.

Fosters collaboration between job families. Requires ability to negotiate and compromise with multiple levels of stakeholders across the institution to influence decisions impacting the college or division.

Applies high level of diplomacy and persuasion to engage internal and/or external stakeholders.

Engages in written and verbal communication that reaches a university-wide or broad external audience.

Establishes shared vision and engages others to achieve that vision.

Focus of performance is achievement of goals related to institutional-level outcomes.

Monitors individual and team performance and is accountable for job family adherence to institutional compliance and standards.

Ultimately responsible for forecasting, and budgeting job family resource needs.

Creates detailed plans for changes in overall direction of job family direction.

Has employment decision authority; provides input to how performance and rewards are determined across the job family.

Has ultimate decision authority for unit budget/resource matters.

Creates environment for institutional policy compliance within assigned job family.

Establishes strategies and goals for the job family.

Exercises autonomy to facilitate decision-making process for matters of institution-level impact.

Typically reports to a Vice Chancellor position or above equivalent.

Applies advanced skills in financial planning, business development, negotiation, and facilitation of work critical to job family success.

Applies broad management leadership capability to lead a job family.

Applies and prioritizes awareness of broad issues and management trends.

Applies advanced knowledge and skills across the job family.

Typically a minimum 5-7 years of supervisory experience required; typically a minimum 8+ years of experience in work area, 4+ years leading across organizations or job families.

Typically requires an advanced degree (Master’s, PhD, etc.) or the highest directly-applicable professional certification.

Typically oversees a job family or large functional unit, which may include multiple levels of managers or senior-level individual contributors.

Leads through coaching and development.

Maintains effective leadership culture at all levels.

Monitor outputs and outcomes of completed work of others to ensure soundness of approach and effectiveness.

Delegates complex tasks to others.

Solves complex problems through the use of analysis and the ability to draw on past experience.

Solutions require innovation.

Strategizes, implements, and maintains operational plans, programs, and systems requiring a high degree of innovation, creativity, and integration.

Communicates, written and verbally,  directly with staff, stakeholders and other management/leadership positions within and across job family.

Communicates university initiatives and translates them to local practice. objectives, policies, and plans for the area of responsibility with senior functional, college, division or university leaders.

Typically requires ability to persuade others to accept practices and approaches, and ability to communicate with and influence executive leadership.

Uses diplomacy and advanced communication skills in unstructured contexts.

Works to influence others in the university to accept new practices, concepts, and approaches in a major college or division functional area. 

Focus of performance is outcomes within the job family and utilization of sound people management practices.

Reviews achievement of individual and team objectives to promote performance over time.

Responsible for budget management and control.

Has significant influence over employment decisions; provides substantial input for performance and rewards decisions.

Allocates resources across functional areas.

Approves resource use decisions.

Interprets and seeks guidance on institutional standards, policies, and guidelines and establishes local strategies and standards.

Exercises autonomy to provide direction and modify guidelines within University standards.

Approves exceptions to local strategies and standards within the job sub-family.  

Typically reports to a Director, Dean, Assistant/Associate Vice Chancellor or Assistant/Associate Vice Provost  or above equivalent.

Applies proficient ability in work design, project management, financial planning, and goal development.

Applies proficient knowledge of common management tactics, such as providing formal performance reviews and final employment decisions, to effectively lead a large team.

Applies awareness of trends and changes.

Typically has advanced knowledge and skills across multiple job sub-families.

Typically a minimum 3-5 years of supervisory experience required; typically requires a minimum 5-7 years of experience in job family.

Typically requires  bachelor’s degree and may require an advanced degree (Master’s, PhD, etc.) or other professional certification.

Typically leads a team that includes multiple levels of managers, and may oversee a job family.

Coaches, mentors, and motivates staff.

Defines work goals and standards.

Evaluate individual and team performance on difficult work assignments.

Reviews completed work to verify technical soundness, in particular with complex or novel solutions. 

Solves problems that may not be readily apparent in nature and may extend beyond single job subfamily or across longer periods of time.

Focus is on tactical and operational plans with short to mid-term focus (e.g., 1-2 years).

Develops, implements, and maintains operational plans, programs, and systems requiring creativity, and integration.

Communicates, written and verbally, directly with staff, internal and external stakeholders and other management positions within and across job family.

Serves as a communication conduit sharing direction from leadership and articulates impact on staff work objectives.

Influences others outside of own area regarding policies, practices and procedure.

Typically requires ability to influence others outside of own job area on policies, practices and procedures.

Uses information exchange, influence, and active persuasion to gain cooperation of others to support college, division or department objectives.

Focus of performance is outputs across multiple job sub-families and performance of people management responsibilities.

Reviews conduct and performance of individuals’ and team’s work to promote quality.

Responsible for reviewing the effectiveness of programs, projects, or systems within own group and creatively determining solutions.

Accountable for planning and directing all aspects of the operations of a major program or functional area.

Decisions have direct impact on operations of a program or functional area, and often have indirect impact on related areas.

May contribute to budget process for own area. Provides input to employment decisions.

Has significant influence over performance and rewards decisions.

Makes/approves decisions within assigned parameters (e.g., assigned budget).

Applies institutional standards, policies, and guidelines.

Exercises autonomy to interpret local strategies and standards, and in decision-making to implement new day-to-day processes and procedures.

Escalates issues and decisions that have impact across the job family or across the multiple job families.

Typically reports to a Director, Dean, Assistant/Associate Vice Chancellor or Assistant/Associate Vice Provost or above equivalent.

Applies intermediate planning, organizing, directing, and facilitating skills.

Applies intermediate knowledge of employee regulations, policies, and procedure, including delivering formal feedback, planning work, motivating employees, resolving conflicts, and addressing performance issues.

Applies subject matter expertise across multiple job sub-families.

Typically a inimum 2-4 years of management or supervisory experience required; typically requires a minimum 3-5 years of experience in job family.

Typically requires bachelor’s degree.

Professional certification or equivalent experience may be considered where capability has been demonstrated.

Typically directs small to medium teams which would typically consist of professionals and potentially level 1 and 2 managers.

Responsible for task assignment and coordination.

Ensures staff are trained to be effective and compliant in their work.

Monitors employee interactions and promotes a productive, inclusive work environment. Identifies potential performance and employee relations issues.

Applies policies and practices; conducts performance reviews. 

Identifies and resolves issues that may not be readily apparent.

Focus is on day-to-day operations and continuity of a job sub-family.

Develops, implements, and maintains operational plans, programs, and systems.

Communicates, written and verbally, directly with staff, internal and external stakeholders and other management positions within job family.

Communicates direction from leadership and articulates impact on staff work objectives.

Typically equires ability to influence others within job area on policies, practices and procedures.

May work to justify and gain cooperation of other parties on practices, policies and procedures.

Focus of performance is the outputs and performance of individual/team objectives.

Applies institutional standards, policies, and guidelines.

Follows recommended approach to assigned work, with the ability to exercise some autonomy to interpret local strategies and standards, and in decision-making to implement new day-to-day processes and procedures.

Adheres to these established practices while appropriately escalating complex decisions or exceptions.

Applies institutional standards, policies, and guidelines.

Follows recommended approach to assigned work, with the ability to exercise some autonomy to interpret local strategies and standards, and in decision-making to implement new day-to-day processes and procedures.

Adheres to these established practices while appropriately escalating complex decisions or exceptions.

Typically reports to a Manager III.

Applies baseline planning, organizing, coordinating, and facilitating skills. Applies baseline knowledge of employee regulations, policies, and procedures.

Demonstrated working knowledge of routine work applications.

Demonstrated team leadership strongly preferred; typically requires a minimum 2-4 years of experience in job family.

Typically requires bachelor’s degree for non-facilities positions; typically requires a high school degree for facilities positions.

Professional certification or equivalent experience may be considered where capability has been demonstrated.

Typically supervises a team of individual contributors and potentially level 1 managers.

Responsible for task assignment and coordination.

Ensures staff are trained to be effective and compliant in their work.

Monitors employee interactions and promotes a productive, inclusive work environment. Identifies potential performance and employee relations issues.

Applies institutional policies and practices; conducts performance reviews. 

Issues and problems may be varied, solutions are typically guided by policies and practices.

Sets goals and objectives for team members for achievement of operational results.

Communicates, written and verbally, primarily with direct reports and internal stakeholders.

Communicates instructions and procedures to direct reports.

Explains policies, standards and processes of the job area to others within and outside of the work unit.

Provides information in clear, accurate manner to train others.

Focus of performance is stated individual/team objectives.

Monitors and reports on work completion according to short-term goals.

Makes day-to-day decisions regarding work priorities.

Provides input into employment performance feedback.

Typically does not have budget accountability but may manage day-to-day elements of the budget (e.g., overtime for staff, expense monitoring).

Applies institutional standards, policies, and guidelines.

Follows recommended approach to assigned work, supervises others within defined processes and procedures.

Adheres to these established practices while appropriately escalating complex decisions or exceptions.

Typically reports to a Manager II.

Applies baseline planning, organizing, coordinating, and facilitating skills.

Applies baseline knowledge of employee regulations, policies, and procedures.

Demonstrated working knowledge of routine work applications.

Demonstrated organizational skills; typically requires a minimum of 1-2 years of experience in job family.

Typically requires bachelor’s degree for non-facilities positions; typically requires a high school degree for facilities positions.

Professional certification or equivalent experience may be considered where capability has been demonstrated.

Typically directs the work efforts of individual contributors.

Responsible for task assignment and coordination.

Applies institutional  policies and practices; provides input into performance reviews.