Job Library

Standard Job Description

A standard job description describes work at a high level and connects UW job titles to similar job titles in the market. It is a general set of responsibilities, without regard to any specific employee, that describes the work an employee performs and their role and impact to the organization.

Salary information for jobs outside of salary ranges 15-35 is located on the UW System Compensation Appendices webpage.

Click here for the TTC Salary Ranges

Title Details
Job TitleAcademic Program Specialist
Job CodeAE010
Scaled JobNo
Salary Grade17
Family NameAcademic Services and Student Experience
Sub Family NameAcademic and Student Experience Services
Job Overview
Job SummaryContributes to the development, implementation, administration, coordination, and evaluation for one or more academic programs to ensure effectiveness in meeting departmental and student development goals and initiatives. Strives to create a welcoming, equitable, and inclusive work environment.
Job Responsibilities
  • Utilizes independent judgement regarding development, implementation, promotion, and evaluation for one or more academic programs, initiatives, or events
  • Identifies program, needs, contributes to the development of unit workflows, schedules logistics and secures resources for meetings, events, and interviews
  • Coordinates program components and evaluates program effectiveness and provides recommendations for improvement
  • May supervise the day to day activities of one or more academic programs and resolves issues exercising discretion to meet unit goals.
Additional Information
Employee CategoryAcademic Staff (AS)
Supervision RequiredNo
FLSA ExemptExempt
Education*Bachelor's Degree - Preferred Minimum
FLSA Threshold Exemption

*All preferred education can be fulfilled with comparable experience, unless education is listed as required for the job.

Scaled Jobs in the Library

The title and salary structure continues the idea of creating additional job titles for some jobs found systemwide or university-wide based on a small, medium, and large designation. We call this scaling. If there is a scaled job available, universities should choose that job for their employees.

  • Scaling is not title progression.
  • Scaling is a type of further refining the market pricing for a job.
  • For example,

    Title

    TTC Title

    ASSOC DIR, ATHL/L

    Athletics Assoc Dir

    ASSOC DIR, ATHL/M

    Athletics Assoc Dir (B)

    ASSOC DIR, ATHL/S

    Athletics Assoc Dir (C)

Key

Institution Scale
System A – no ( )
Milwaukee A – no ( )
Eau Claire (B)
La Crosse (B)
Oshkosh (B)
Platteville (B)
Stevens Point (B)
Stout (B)
Whitewater (B)
Green Bay (C)
River Falls (C)
Parkside (C)
Superior (C)

Scale is based on the size and budget of a university.

(Inst)

(Inst) typically designates institution-wide or systemwide scope and a non-institution version of the same job title typically indicates use at a School/College/Division/Department-level.

Minimum Education Requirements

The minimum preferred education represent the systemwide shared minimum elements of each job description. When posting for an open position, universities can add additional requirements or preferences to their specific recruitment.