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 TitlePolice Dispatcher II
Job CodeCP058
Scaled JobNo
Salary Grade18
Family NameCompliance, Legal, and Protection
Sub Family NameProtective Services
Job Overview
Job SummaryOperates technical equipment and coordinates police response in a 24-hour communication center to ensure safety and security on all institutional properties. Assists in maintaining and updating departmental records; and serves as the primary point of contact for citizens experiencing a wide range of issues from non-emergency to emergencies and assists them to the needed resources or information both inside and outside the institution. Manages complex record keeping and trains new dispatchers.
Job Responsibilities
  • Operates police radios, phone consoles, and various equipment and technologies to receive and processes requests and information from institutional affiliates, law enforcement, and other public safety agencies
  • Schedules logistics and secures resources for response to emergency incidents for the institution
  • Communicates effectively and provides accurate and detailed instructions to all types of audiences in high stress emergency situations
  • Troubleshoots, triages, and escalates issues according to established policies and procedures
  • Documents incidents accurately and adheres to all applicable policies, rules, and regulations
  • Trains new dispatchers, manages training task updates, and provides training and coaching weekly reports. Assists in ensuring training initiatives are completed
  • Maintains complex records of information in directories and alarm databases, ensures continuity of operations plans, and ensures other resources are accurate and up-to-date
  • Assists with leading and coordinating projects
Additional Information
Employee CategoryUniversity Staff (CP, CJ, CL)
Supervision RequiredNo
FLSA ExemptNon-Exempt
Education*H.S. Diploma - Preferred Minimum

*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.

[updateD September 12, 2022]