The University of Nebraska makes all decisions regarding recruitment, 招聘, 促销活动, and all other terms and conditions of employment without discrimination on the basis of race, color, 宗教, 性, 性ual orientation, gender identity, national or ethnic origin, 年龄, disability, marital status, veterans status or individual characteristics other than qualifications for employment, quality of performance of duties, 根据大学的政策、规则和适用的法律，进行与就业有关的行为.
除非书面任命或经体育菠菜大平台批准的书面雇佣合同中另有规定, office/service and man年龄rial/professional employees are employed at the will of 体育菠菜大平台 and, with the advance notice prescribed in Resignation and Dismissal, 体育菠菜大平台 may dissolve the employment relationship for any reason that is not otherwise unlawful without the necessity of showing cause for such action. 体育菠菜大平台 may also dissolve the employment relationship for cause as provided in Dismissal for Cause.
The NU 价值s program shall be applicable to all regular University of Nebraska Office/Service and Man年龄rial/Professional positions.
The NU 价值s program is a compensation and performance man年龄ment system for Office/Service and Man年龄rial/Professional employees of the University of Nebraska. NU 价值s:
Links performance of employees to the mission and the vision of the
Focuses on job families as the basis for market relevance and equity in pay
Provides the tools for growth and development of
Provides an open framework whereby the tools/processes used to make pay decisions are widely
Utilizes a simple yet effective job evaluation system.
Utilizes competencies as a basis for employee performance
NU价值观计划将所有具有相似特征的职位分组到工作族中，以便有效地进行工作, equitable and market relevant level of compensation may be identified. 这种分类是基于对每个位置的分析，以确定其一般功能, the duties and responsibilities, the supervision received and exercised, and the educational background, 培训, and experience needed for the position.
在NU价值观下，人力资源(HR)的角色是单位领导的业务伙伴, consulting with them as decisions are made concerning their employees classification/compensation. HR will continue to monitor for compliance with state and federal regulations, as well as University policy and may be required to review documentation describing pay or zone placement decisions that are outside of certain policy and governmental parameters.
Compensation decisions are initiated by requests routed through the unit leadership and approved by HR using either the Position Questionnaire form (in the case of classifications & reclassifications) or through salary discussions at the time of a job offer
Under NU 价值s system, 人力资源部将主要负责确保员工得到适当和公平的补偿. HR will provide unit leaders with the necessary resources to make decisions on job title, family and zone placement and salary. 单位领导负责制定并记录符合所有法律的决定, regulations and policies. HR will retain primary responsibility for determining market relevance, the employment category (man年龄rial/professional or office/service) and the exemption designation (exempt/salaried or nonexempt/hourly-paid). In order to make these determinations, HR will acquire and maintain internal and external salary data, review all newly created positions, review all changes of zone or family, and review all salary changes that exceed policy guidelines.
权威 & Responsibility
商务和财务副总裁负责NU价值观的维护和修订
The Director of Human 资源, Central Administration, coordinates the administration of the NU 价值s program and shall develop procedures, as required, to facilitate the consistent application and administration of policies related to NU
首席商务官负责校园内NU 价值s项目的总体方向
人力资源总监负责校园内NU 价值s项目的日常管理
开发和维护当前准确的职位描述对职位分析过程至关重要. 职位描述是一份书面声明，描述要做的工作和知识, 技能 and abilities needed to perform the work. Position descriptions serve a variety of purposes.
Position Description Benefits
Enhances the understanding of what is expected and required in a job.
Improves performance and work
Provides a basis for job-related section and performance appraisal
Provides a basis for identifying career
Provides a basis for salary survey
Provides a basis for legal defense (such as FLSA exemption status, 《最大的菠菜的平台》和其他法规规定的同工同酬法案的遵守情况和基本职能的定义)
Position Descriptions Can Be Used to
Introduce new employees or applicants to the position.
Provide basic documentation used in job analysis and compensation
Set Performance Standards and help employees understand what is expected of
Provide a basis for setting goals and
Identify and document essential job functions to ensure compliance with ADA.
Comply with other legal and workplace requirements.
Position Description General Guidelines
Describe the position/role/work to be performed, not the
Do not make the position description too detailed or
The position description should define the minimum standards for effective job
Write clearly and
Position description should not be interpreted too rigidly; they are not intended to be used as limitations or restrictions on employee roles.
Each position will have a position description describing the duties, qualifications, nature of the work, 知道,怎么, interactions and supervision received/exercised. Man年龄rial/Professional or Office/Service 工作 Description should include:
General Information
This section provides the general demographic data of the position to be described. Enter the appropriate information.
Basic Function and Responsibility
This section describes why the position exists. The summary should state the role the position plays in achieving the department division, and NU’s mission, goal and objectives. 在招聘广告中，这句话经常被用作职位描述的基础. The summary should be concise, no more than four sentences.
Characteristic Duties and Responsibilities
本节按重要程度列出分配给该职位的主要职责. Because this is the most important section of the position description, some general rules of construction follow:
Write in a consistent
Use clear and concise
Use present tense, action verbs to begin each
Avoid gender-based
Avoid unnecessary Example: “Transports inter-office mail to locations throughout facility.”
To meet the legal requirements of ADA, identify essential functions of the positions. (ADA defines essential functions as *(a) reason the job exists. (b) A limited number of employees available to distribute work, or (c) functions are highly specialized and require expertise). As a general guideline, 任何单一的职责/任务占用了在职者20%或更多的时间都被认为是必要的. Place an asterisk “*” next to all duties considered to be essential.
Minimum Qualifications
The purpose of this section is to identify the knowledge, 技能, abilities and experience necessary for entry into a position, including:
教育, licenses, vocational/special 培训
Work experience, both type and amount
Physical 技能 and mental abilities
核心 competencies
没有人会被分配到任何职位，直到它被适当地分配到一个工作家庭和区域.
If a filled position is reallocated to another job family/zone, the incumbent will not be automatically qualified to continue filling the position unless he or she possesses the minimum qualifications necessary to perform the work satisfactorily. The incumbent of a position reallocated to another family zone who is not qualified to remain in the position will be reassigned if warranted, or will be separated from the University.
工作标题
The standard job title, created by combining the job family name and the zone name, is the job title that will be used on personnel documents. For example, if an employee were in the library services job family and in the associate zone, the standard job title would be “图书馆 Services Associate.“组织单位被鼓励使用与职位职责相匹配并反映工作范围的工作名称, such as Acquisitions Associate.
Competency
Competency is the combination of observable and measurable knowledge, 技能, 有助于提高员工绩效并最终导致组织成功的能力和个人属性. To understand competencies, it is important to define the various components of competencies.
Knowledge is the cognizance of facts, truths and principles gained from formal 培训 and/or Application and sharing of one's knowledge base is critical to individual and organizational success.
A skill is a developed proficiency or dexterity in mental operations or physical processes that is often acquired through specialized 培训; the execution of these 技能 results in successful
Ability is the power or aptitude to perform physical or mental activities that are often affiliated with a particular profession or trade such as computer programming, 管道, 微积分, and so Although organizations may be adept at measuring results, 技能 and knowledge regarding one's performance, they are often remiss in recognizing employees' abilities or aptitudes, especially those outside of the traditional job design.
Individual attributes are properties, qualities or characteristics of individuals that reflect one's unique personal Individual attributes are viewed as genetically developed or acquired from one's accumulated life experiences. Although personal characteristics are the most subjective of the components, a growing, 大量的研究将特定的人格特质与成功的个人和组织绩效联系起来.
When utilizing competencies, it is important to keep the following in mind:
Competencies do not establish baseline performance levels; rather they are used to raise the bar on employee They provide employees with road maps to increase their capabilities incrementally.
Competencies focus on an organization's culture and Consequently NU has selected a unique set or combination of competencies that support and facilitate its mission.
Competencies reflect the organization's strategy; that is, they are aligned to short- and long-term missions and
Competencies focus on how results are achieved rather than merely the end In this manner they bridge the gap between performance man年龄ment and employee development and are an integral component of personal development plans.
Competencies close skill gaps within the
Competency data can be used for employee development, compensation, 促销活动, 培训 and new hire selection decisions.
How Will Competencies Be Used?
At NU, competencies are the foundation for the compensation and performance eng年龄ment programs. NU认可和奖励特定能力的理念是NU持续和不断增长的成功的关键. Accordingly, development and proficiency of competencies leads to:
Distribution of monetary awards through salary
Creation of employee development and succession planning opportunities.
定制培训模块的开发和现有培训项目的识别.
Identification of critical selection criteria for candidates desiring employment at the
Because competencies are aligned to an organization's strategy, they were carefully selected. Accordingly, 北大已经确定并确定了对其短期和长期成功至关重要的能力. 这些能力适用于整个大学的所有管理/专业和办公室/服务工作. Definitions of competencies have been developed to ensure a common understanding of the competencies across campuses and organizational units within the University. Competencies were applied to each job family to develop performance eng年龄ment and measurement criteria for employees and will be used to ensure reliable and valid comparative data when reviewing candidates’ credentials during the selection process. In order to have a clearer picture, the NU competencies are further defined in terms of specific behaviors (observable measures) and variable levels of expectation for each job family.
核心 Competencies
Accountability 对自己的行为和决定负责，并表现出在道德规范下完成工作的承诺, efficient and cost-effective manner.
Adaptability Adjusts planned work by gathering relevant information and applying critical thinking to address multiple demands and competing priorities in a changing environment.
Communication Effectively conveys information and expresses thoughts and facts. 能有效地运用倾听技巧，对他人的观点和想法持开放态度.
Customer/Quality Focus 预测、监控和满足客户的需求，并以适当的方式作出回应. Demonstrates a personal commitment to identify customers' apparent and underlying needs and continually seeks to provide the highest quality service and product to all customers.
Inclusiveness Fosters respect for all individuals and points of view. Interacts appropriately with all members of the campus community, campus visitors and business and community partners without regard to individual characteristics. Demonstrates a personal commitment to create a hospitable and welcoming environment.
Leadership Communicates the University's vision in ways that gain the support of others. Mentors, motivates and guides others toward goals.
Occupational Knowledge/Technology Orientation 在某一领域或专业的原则和实践中表现出适当的熟练程度. Demonstrates a commitment to continuous improvement, to include understanding and application of technology (hardware, 软件, equipment and processes).
Team Focus Works cooperatively and effectively with others to achieve common goals. Participates in building a group identity characterized by pride, trust and commitment.
关键 Behaviors Competencies were selected to help support and drive NU’s strategic goals. 因为这些能力对绩效管理和员工发展计划至关重要, it is important to provide tailored measures of these competencies that reflect job duties, responsibilities and actual behaviors. From a motivational point of view, it is critical to communicate to employees key performance expectations and provide actionable feedback regarding their performance relative to the competencies. In order to do this, objective and observable measures were developed for each job family. We call these measures key behaviors.
Developing关键 Behaviors for Different 工作 Family 区 Since there are various levels of jobs within a job family, key behaviors were developed with jobs in mind that represented each job zone. The difference by levels can be found in the Index of 关键 Behavior Statements by Competency (PDF). 自然, one would expect to find differences in skill development, 知识和能力是指你将每项能力中较低层次的关键行为与较高层次的关键行为进行对比. To this end, the key behaviors were developed for each job family along a continuum from Assistant to Senior in a way that matches the arrangement of jobs in each family.
The following factors were used when developing the key behaviors.
The purpose of key behaviors is to tailor the competencies to the job family.
Two to four key behaviors were written for each zone of each
关键 behaviors are
关键 behaviors are
关键 behaviors are written in a langu年龄 that is understood by both employees and
关键 behaviors are written as succinctly as
关键行为驱动成功的表现。技能上必须有有意义的差异, abilities and knowledge requirements reflected in the behaviors from one zone to the next. In many instances, the same behavior was used for more than one zone by adjusting magnitude, frequency level, and so forth from one zone to the next. In some instances, 衡量和反映不同技能集的不同行为被用来区分一个区域和下一个区域. When using different behaviors, the behaviors used for higher job zones truly reflect enhanced levels of skill and knowledge than the behaviors used to describe lower zone job requirements and expectations.
In order to develop appropriate and meaningful key behaviors, 来自这四所大学和瓦尔纳霍尔学院的就业专家们聚集在一起，组成了以工作家庭为基础的小组，来发展和完善这些指南. An editor from the University of Nebraska Press reviewed all of the key behaviors and recommended changes to standardize the format and langu年龄 us年龄.
没有人会被分配到任何职位，直到它被适当地分配到一个工作家庭和区域.
If a filled position is reallocated to another job family/zone, the incumbent will not be automatically qualified to continue filling the position unless he or she possesses the minimum qualifications necessary to perform the work satisfactorily. The incumbent of a position reallocated to another family zone who is not qualified to remain in the position will be reassigned if warranted, or will be separated from the University.
工作 Families: 工作 families are composed of jobs related through common vocations/professions. 工作s in a job family are similar in that they have a continuum of knowledge, 技能 and abilities from the lowest to the highest level job, related key behaviors and similar market characteristics. NU 价值s has fifteen job families (PDF).
乐队: Each job family has its own broad salary band (PDF). This band reflects the unique nature of each job family and has its own pay characteristics. The Central Administration Human 资源 Department, in conjunction with the campus Human 资源 Departments, will utilize labor market w年龄 and salary surveys to determine the pay range for each band.
区:在每个波段内建立区域，以反映根据范围的主要差异对位置的分组, responsibilities, qualifications and competencies. The zones are labeled Assistant, Associate, Specialist and Senior. 工作 families with only three zones do not have a Specialist zone.
工作 Analysis: 工作 analysis places a relative value on the differing factors that distinguish one job from another: Nature and Complexity of work, Problem solving and Decision-making, 技术, Interaction and Supervision received and/or exercised.
There are generally two situations that require analysis, either a new position is needed or an existing position has changed. 所有新的和现有的职位将被分配到一个工作族和区域使用工作分析过程. This process is designed to slot positions into families and zones based upon assigned duties, qualifications and competencies.
For the purposes of setting pay, job analysis identifies the relative value of positions that are not specifically surveyed in the labor market to those whose values are known. The University of Nebraska’s job analysis process is based on the following objectives:
A simplified system that organizational units will use to determine appropriate job family, zone and working job title for a
