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 TitleRecords Officer
Job CodeCP093
Scaled JobNo
Salary Grade21
Family NameCompliance, Legal, and Protection
Sub Family NameInstitutional Audit and Compliance
Job Overview
Job SummaryResponsible for the systemwide coordination and maintenance of institutional compliance documentation. Develops and administers systemwide polices, processes, and training programs in a specific compliance area to ensure compliance with institutional policies and state and federal laws and regulations.
Job Responsibilities
  • Develops and implements new and revised operational policies and procedures relating to specific compliance laws or regulations
  • Creates and delivers educational materials and trainings to target populations and entities
  • Creates, disseminates, and maintains required reports and notices in accordance with established laws and regulations
  • Serves as the subject matter expert and a main point of contact for internal and external stakeholders
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.