Job Descriptions

Purpose

Job descriptions help employees understand what is expected of them and how their work contributes to the department and Middlebury as a whole. Job descriptions are intended to highlight the primary purpose of a position; identify the core responsibilities or essential functions of a position; provide an overview of the skills, abilities, education, or experience needed to be successful in the position; and to note any physical demands or working conditions.

Search

Middlebury maintains job descriptions in CompAnalyst for positions that have been placed in the staff compensation structure. For information on viewing job descriptions for roles not in the staff compensation structure (such as the contingent structure), please contact the HR Business Partner for your area.

To review active job descriptions, please continue to CompAnalyst using the button and login information provided below.

• Login ID: Middlebury
• Password: Descriptions@Midd

If you receive a message that the CompAnalyst account is locked, please email Jenna@middlebury.edu.

Management

Job descriptions may be updated twice per year through the Semi-annual Request Process and must be submitted by the manager. To be considered for changes effective January 1, revised job descriptions must be received by Human Resources during the November review cycle. To be considered for changes effective July 1, revised job descriptions must be received by Human Resources during the March review cycle. Specific submission deadlines will be communicated each year.

The semi-annual job description update process is intended to capture significant changes in the overall scope of the role or its primary responsibilities. This is the level of specificity that is may affect the market of a role. Salary.com is used to maintain positions that have been placed in the current staff compensation structure.  Job descriptions are compared against market data to determine the appropriate placement in our compensation structure. It is critical that the potential institutional impact and financial resources be identified for any proposed updates. Leaders should not assign or ask staff to perform duties reflected in updated job descriptions until those updates have been formally approved. 

Budget-additive and budget-neutral updates, that are not part of a backfill or reorganization will be reviewed twice per year by the Vice President (VP) of the division and Ways & Means Committee (WMC). Only after approval, may changes in role or responsibilities be communicated.   

If you believe your description needs to be updated, please discuss this with your supervisor.